GDB 603 #2 IDEA SOLUTION 
 
 
Organizational culture refers to the compilation of the set of values and norms which are shared by the people and groups in a particular organization. It is also defined as the communication process which creates, sends, stores and process information which is observed or examined through words, behaviors and material things. Additionally, it being a set of shared mental assumptions and guide interpretation, it defines the appropriate behavior at any given instance. 

The Pros of an Organizational Culture are:

● There is recognition of diversity among employees and managers
● There is a just and reasonable treatment for each employees
● Due credit is given to an employee's contribution
● There is equal opportunity for all employees
● Employees can accomplish and achieve their full potential
● There is a stronger communication and information dissemination among the employees regarding the company's policies and issues. 
● It produces dedicated leaders with a vision and purpose. 
● It will enable the company to compete with similar organization
● Increase in efficiency of the employees owe to the company's investment in employees' trainings.
● There company will have a sustainable and consistent programs as well as understandable guidelines for the employees. 

The Cons of Organizational Culture

● It is criticized as a futile endeavor to "pigeonhole" or categorize the organizational culture itself. 
● It is disadvantageous to the organization if the employees focus on the company's rules and regulations rather than the real and concrete goals of the company.
● It is also unfavorable to new employees joining the team because of the presented culture, which makes improvement and advancement impracticable. 
● Employees will be slow to react and reply to varying and shifting demographics. 
● Difficulty for outsider working with the company to figure out what's going on. An example of which is job descriptions are automatically understood by the insiders without having the necessity of explaining it to co-workers from the outside.

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Replies to This Discussion

GDB 603 #2 IDEA SOLUTION 
 
 
Organizational culture refers to the compilation of the set of values and norms which are shared by the people and groups in a particular organization. It is also defined as the communication process which creates, sends, stores and process information which is observed or examined through words, behaviors and material things. Additionally, it being a set of shared mental assumptions and guide interpretation, it defines the appropriate behavior at any given instance. 

The Pros of an Organizational Culture are:

● There is recognition of diversity among employees and managers
● There is a just and reasonable treatment for each employees
● Due credit is given to an employee's contribution
● There is equal opportunity for all employees
● Employees can accomplish and achieve their full potential
● There is a stronger communication and information dissemination among the employees regarding the company's policies and issues. 
● It produces dedicated leaders with a vision and purpose. 
● It will enable the company to compete with similar organization
● Increase in efficiency of the employees owe to the company's investment in employees' trainings.
● There company will have a sustainable and consistent programs as well as understandable guidelines for the employees. 

The Cons of Organizational Culture

● It is criticized as a futile endeavor to "pigeonhole" or categorize the organizational culture itself. 
● It is disadvantageous to the organization if the employees focus on the company's rules and regulations rather than the real and concrete goals of the company.
● It is also unfavorable to new employees joining the team because of the presented culture, which makes improvement and advancement impracticable. 
● Employees will be slow to react and reply to varying and shifting demographics. 
● Difficulty for outsider working with the company to figure out what's going on. An example of which is job descriptions are automatically understood by the insiders without having the necessity of explaining it to co-workers from the outside.

kia yad kro gy sab dua do mujhy 

Allah ap ko bht c kamyabiyan atta farmae.

ameen

God bless u 

Dua GEE gud keep it up 

question is 

A strong culture is a big obstacle in new strategy implementation. Comment on this statement with solid reasoning.

mera to khyal hai keh yeh statement ghalat hai. strong culture to recommended hoti hai for strategy implementations.

 

A precise idea solution is also here:

Culture in an organization is mainly developed due to working environment over decades. Such cultures become almost unwritten laws in such organizations, being followed by all very strictly and rigidly, thus in such conditions these also act as barriers for implementation of new strategies, ideas, unfreezing the situations, changing the existing rules or changing the employees from their places etc. However, one needs to carefully workout and diplomatically handle such issues / situations in order to bring result oriented changes in organizations.

Remember! This is an idea for all to generate their own answers. Similar answers may score ZERO marks due to copy / paste etc. 

Culture is formed by screening and selecting new employees who share the same values as your organization. However, culture evolves, it is not static. Both internal (hiring, staff turnover, etc) and external (technology, competition, etc.) factors shape your culture. Your beliefs, vision, objectives and business practices may be compatible with culture. If this is the case, your culture becomes a valuable ally in strategy implementation. On the other hand, if there is conflict then you do not have a strategy-culture fit and you need to do something about it quickly. 

Strong cultures promote successful strategy implementation while weak cultures do not. By strong culture, I mean there is a shared belief in practices, norms and other practices within the organization that helps energize everyone to do their jobs to promote successful strategy implementation. 

Logical Reason and Example 

For example, if your culture is built around listening to customers and empowering employees (both authority and responsibility), it promotes the execution of a strategy that supports superior customer service. In weak cultures, employees have no pride in ownership of work, work is sloppy, there are very few values and people form political groups within the organization. Such cultures provide little or no assistance to implement strategy.

Hence Changing a culture is the toughest of all management tasks. It takes time to change unhealthy culture and you may have to weed out obstacles to a healthy culture. This experience was a valuable lesson for me. In weak cultures, people do not take risks that is needed to succeed. They believe in moving cautiously, preferring to follow than lead.

Some time ago, I was working with a small business that in the software industry. They had been in business for a number of years before I was brought in. One of the things I noticed initially was that there was constant re-work; i.e. bulk of the developers’ time was spent in fixing bugs instead of new development work. Deliverables were always late. Customers who did receive the product found the software buggy. The organization’s reputation suffered as a result. To combat this we initiated a number of measures; from letting unprofitable customers go to introducing time tracking, etc. But we forgot the most fundamental aspect; to initiate a change in the culture.

in this statement A strong culture is a big obstacle in new strategy implementation. Comment on this statement with solid reasoning.

how the Strong Culture is taken? whether its in +tive sence or -tive one? By -tive I mean that strong culture which is blindely followed by the organization, bcoz it may by successful in the past, SO to stick with it in future even in the condition of major strategig change????????????????????????

Idea 2
Culture in an organization is mainly developed due to working environment over decades. Such cultures become almost unwritten laws in such organizations, being followed by all very strictly and rigidly, thus in such conditions these also act as barriers for implementation of new strategies, ideas, unfreezing the situations, changing the existing rules or changing the employees from their places etc. However, one needs to carefully workout and diplomatically handle such issues / situations in order to bring result oriented changes in organizations.

“A strong culture is a big obstacle in new strategy implementation. Comment on this statement with solid reasoning.”

Solution

GDB MGT603 #2 IDEA SOLUTION


Organizational culture refers to the compilation of the set of values and norms which are shared by the people and groups in a particular organization. It is also defined as the communication process which creates, sends, stores and process information which is observed or examined through words, behaviors and material things. Additionally, it being a set of shared mental assumptions and guide interpretation, it defines the appropriate behavior at any given instance. 


The Pros of an Organizational Culture are:


● There is recognition of diversity among employees and managers
● There is a just and reasonable treatment for each employees
● Due credit is given to an employee's contribution
● There is equal opportunity for all employees
● Employees can accomplish and achieve their full potential
● There is a stronger communication and information dissemination among the employees regarding the company's policies and issues. 
● It produces dedicated leaders with a vision and purpose. 
● It will enable the company to compete with similar organization
● Increase in efficiency of the employees owe to the company's investment in employees' trainings.
● There company will have a sustainable and consistent programs as well as understandable guidelines for the employees. 

The Cons of Organizational Culture

● It is criticized as a futile endeavor to "pigeonhole" or categorize the organizational culture itself. 
● It is disadvantageous to the organization if the employees focus on the company's rules and regulations rather than the real and concrete goals of the company.
● It is also unfavorable to new employees joining the team because of the presented culture, which makes improvement and advancement impracticable. 
● Employees will be slow to react and reply to varying and shifting demographics. 
● Difficulty for outsider working with the company to figure out what's going on. An example of which is job descriptions are automatically understood by the insiders without having the necessity of explaining it to co-workers from the outside.

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