MGT200: Group Report Assignment Help
Question
MGT200: This is a group report-based assignment where the students are required to collaborate among themselves and analyse one of the organisational behaviour. The organisational behaviours topic for the assignment is “Is Corporate Culture an Overused Phrase?”. Through working in a team, the students are needed to identify the different aspects related to the topic and evaluate and discuss each of these topics in detail.
Solution
The solution provides a detailed report assessing the topic of corporate culture. Our experts have written the report by providing research-based evidence for the topic from relevant academic literature sources. Examples from cases of different organisations are also used to illustrate the aspects in detail. The solution incorporates the factors affecting corporate culture, some potential opportunities, issues and weaknesses related to organisations. Some recommendations to address these corporate culture related issues are also pointed out by our experts.
The solution begins with a brief introduction. Here, our experts have provided the argument proposed in the report along with highlighting the purpose of writing the report on corporate culture, and a clear structure.
Introduction
The behaviors and beliefs that help in determining the manner in which management and employees in an organization interact is known as company or corporate culture at that organization. These also determine the manner in which outside business transactions are done. Often it has been seen that corporate culture comes out as implied and is not expressed in a defined manner. It develops in an organic manner as a cumulative trait of all the people the company hires. The reflection of company culture can be seen in the business hours, dress code, employee benefits, office set ups, hiring and training of employees, turnover, client satisfaction and operations. According to IOSR Journal of Business and Management, company culture can also be said to be influenced by the geographic traditions, national culture, company size, economic trends, international economic factors and so on (Abu-Jarad, et al., 2018).
The next part of the assignment highlights the factors which impact the corporate culture in any organisation. Read how our experts have approached this section below.
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Factors affecting corporate culture
The major factors that can affect the organizational culture are:
- Leadership principles: the manner in which an organization is run by the leadership affects the procedures, policies and rules that are set for the employees. It is a known fact that the philosophies and values of a great leader always trickle down to all the levels of the employees so that results can be delivered for the organization. Howard Schultz who was the CEO of Starbucks and he had a philosophy of treating people with respect and dignity. The high quality of customer service at the company is a testament to this company culture that was set by Howard.
- Business nature: the operations, market and purpose of a business have a direct impact on the behavior of employees. When an organization makes products or is into services that brings a meaningful difference to the lives of customers and clients then that directly impacts the way employees feel about the work.
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Organisations are also presented with many potential opportunities related to the corporate culture, some of which are described below.
Opportunities impacting the organizational performance
Some of the top opportunities that can impact the performance of an organization in a positive manner are:
- Organizational Systems: this is a factor that helps in shaping up the organizational culture also. The policies, practices have a big effect on the work that is being done in the organization and the people involved for that. Thus, when the organizational systems are maintained in a manner that the desired performance of the company is supported then it becomes an opportunity for the company. The key components of this factor include the strategic goals, plans, the leadership involved, job expectations, supervision system that is helpful if supportive, favorable operational policies, efficient management systems like human resources, finance, logistics etc., realistic work expectations, transparent recruitment systems, effective appraisal systems, clear communication, adequate financial capital and so on.
- Organizational incentive systems: to maintain the organizational performance the employees are needed to be satisfied enough. Work targets can be missed when there are different working conditions, inadequate salaries, and workforce shortages. Incentives are factors that can motivate the employees to perform better through the setting of clearer expectations, better feedback systems and rewards for the performance improvements seen. This positively reflects in the attainment of organizational goals through high performance. When the employees are able to understand the clear expectations from them and get the accountability and responsibility, fair compensation and better feedback, personal development and career development opportunities then the culture of the organization becomes more achievable to better performance results (Gupta & Singh, 2018).
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The next section attempts to explain organisational performance through Maslow’s Hierarchy of needs. Our experts have firstly explained the theory proposed by Maslow in detail, after which the organisational performance is explained through Maslow’s Hierarchy of Needs. This is explained through case studies of Google and Amazon, some snippets of which you can read below.
Maslow’s Hierarchy of Needs can be useful to understand if an employee feels motivated at the workplace by ensuring that his or her needs are being met. The management and leadership can decide effective policies and practices to assure the meeting of employee needs if required. This model is a motivational theory in organizational behavior. It includes five human need levels which are specific to each individual. With motivation individuals can progress to the next levels.
The five need levels are:
- Psychological needs: this includes the basic human needs. When employees can access basic needs like drinking water, restroom, meals or a comfortable environment to work then organization is able to meet this need level. This includes an income support.
- Safety needs: safe work environment and safe living space for family guarantees this need. When employees know that their safety is protected and valued then only this need is met. Emotional safety can also be considered a part of this factor (Gupta & Singh, 2018).
Organizational performance and Maslow’s Hierarchy of Needs
When leaders become aware that nonfulfillment of needs can impact the performance of an organization then required areas of improvement can be understood and policies developed to improve them.
Case of Google
Google is famous for having a good company culture. Basic needs like psychological, safety etc. are taken care of by free food, nap pods, recreation areas etc. employees also find meaning in what they do as the mission of Google is to better organize the information in the world and make them universally available as well as useful.
Case of Amazon
Amazon is one of the most successful companies in the world, but the work culture is largely termed as toxic. Employees have been found to explain the work culture as relentless, bruising, etc.
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The following section highlights the weaknesses of corporate culture that have a potential of negatively influencing teams within an organisations. Our experts have pointed out high-quality and well-researched weaknesses.
Weaknesses of corporate culture that may impact teams and organizations
- Absence of Core Values: employees are the driving force of any organization and the absence of core values hurt them. Absence of core values makes the company directionless in the long terms and may result in the formation of subcultures that may be harmful. Employees seek the manager’s sense of direction. If the seniors are not abiding by the core values, then the employees are most likely to also not follow suit. Authority can then be discredited as a divide between the staffs and managers may form (Muñoz, et al., 2018).
- High Turnover: a toxic culture invariably leads to higher turnover along with acting as a deterrent for new joiners as they will not take the organization and values seriously. It has been found through research that more than 33% of the employees are most likely to turn down a good fitting job if the culture they deem unfit for themselves (Tsourgiannis & Valsamidis, 2019).
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As per the assignment, our experts have also proposed certain recommendations of how these corporate culture related issues can be resolved.
Recommendations
- Absence of core values: core values must be drafted and published. These should include the ideals that matter to the team and would help to achieve the goals. The c suite leadership, human resource department must be aligned to the core values before promoting them to the rest of the teams. A cohesive culture can then be formed if each of the core values are discussed upon with the rest of the team which will most likely elicit positive attitudes and behaviors. These must be discussed during the hiring process so that newly on boarded employees share the same core values like the rest of the team. The managers as well as the staffs must be held accountable for adhering to the core values. Holding all the employees of the company as per similar standards will help to foster an open and equal culture. This further helps to ingrain the values in the corporate culture.
- High Turnover: this can be changed by understanding the root of the problem at hand. The employees who are leaving must be probed during the exit interviews. It is needed to be analyzed which aspects of the company culture the employees feel frustrated about and which ones were favorable for their personal and professional development. Separate discussions must be conducted with long term employees to understand what has kept them in the organization. Employee engagement and related surveys can be used so that results can be analyzed. When the improvement areas are finalized then they should be acted upon.
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Lastly, a brief conclusion is written describing all the significant points of the report.
Conclusion
The success and failure of an organization can have organization culture as one of the biggest contributors. There are various areas that can have a string impact on the organization culture like the leadership principles in place, nature of business, external parties, staffing and recruitment, company policies etc. these have an undeniable impact on factors that can impact the performance of the organization like organizational systems in place, incentives and reward processes, skills of the workforce and individual attributes as well.
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