1-Do you think that culture is important to organizational performance? Why or w
ID: 356735 • Letter: 1
Question
1-Do you think that culture is important to organizational performance? Why or why not?
2-How do you learn about prospective employer’s cultures? How important is a company’s culture to you when you decide to apply or to accept a job offer?
3-Which of the four conflict management cultures would be the best fit for you? Why?
4-What can companies do to create and reinforce a culture of inclusion?
5-In what ways can the influence of the founder of an organization be assessed after that founder is no longer a part of the organization?
6-How are technology and innovation interrelated?
7-What current examples can you identify to reflect radical, systems, and incremental innovations?
8-Describe how you might go about taking advantage of an existing organizational culture.
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Explanation / Answer
1) Yes, I think that culture is certainly important to organizational performance. Culture, as such, is a set of values and beliefs that define a particular organization. These set of values don't just exist for the sake of existenxe, but they guide the employees and the management to take the most important decisions. They impact how an employee behave, think and feel under any circumstance in the organization. And these decisions and how employees feel effect the performance of the organization, and therefore culture is probably on eof the most important things in any organization.
2) Following are few ways to learn about prospective employer's culture:-
a) Talk to existing and prior employees. Try to figure out how they feel about the organization. See whether they are happy with what they are doing, or are they just doing it because it's their job.
b) Try to find out how leadership behaves. Do they follow what they speak, or are their words empty. Leadership in best companies follow what they promote.
Company's cuture is probably one of the most important thing in accepting the job offer. If the culture is good, the work just becomes more enjoyable. On the other hand, if the culture is bad, work is mundane and one is just pushing himself to complete the work hours.
3) I believe a 'Collaborating' culture is the best fit for not just me, but a lot of us. This is because it is both assetive and and cooperative in nature. In such a culture you probably know what you are expected to do, and there's no ambiguity as such. Also, since it's reasonably cooperative, your excellence and creativity is cherished and celebrated.
4) Few of the things that companies can do to reinforce culture are - practice what they preach (celebrating culture through actions is important), conduct team building and culture promoting exercises, & sending regular motivational mails acknowledging good work of various employees.
5) I think the best way to assess founder's contribution to the organization is by measuring how his relations are with the employees of the organization after he's left it. One can also assess him by seeing whether the current employees respect him or not. Now that's not to say that they should want him back in the company desperately, but they should be able hold the values left by the person in high regards.
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