Organizational culture Assignment Example | Topics and Well Written Essays - 2250 words - 1

Organizational culture - Assignment Example The culture itself is a by-product of observable artefacts and espoused values. There are four types of organizational culture that are given below: 1) Clan culture: this form of organizational culture represents a family like culture in which flexibility is visible whereas employee satisfaction through development of consensus and employee involvement is considered as an important attribute of organizational management. Where such culture is conducive for employee’s job satisfaction and general motivation, there are also inherent risks of lack of diversity since only homogenous employees will thrive in such culture. Furthermore, lack of leaders’ authority and abuse of flexibility is also some of its disadvantages. 2) Adhocracy culture: flexibility is valued in this type of culture but with an external focus on development and growth by presenting innovative products and services. Some of the key elements of this culture are adaptability, creativity with quick response to market challenges and opportunities and less centralised power. Although such culture shows less formalization of processes whereas its unpredictability favours creativity, there are probabilities that such organizations rely heavily on new technology, unnecessary involvement of too many employees and reduced employee’ accountability and risk management (Kinicki and Kreitner, 2012). 3) Market Culture: this type of culture focuses mainly on growth and competition, building organization over the phenomena of control. Such organizations are result-oriented with more attention paid to customers and profits instead of employee’s satisfaction. The major advantage of this culture is higher profits and better results i.e. revenues and employee efficiency however it may ignore employees’ needs, job satisfaction and their welfare. 4) Hierarchy Culture: this culture has formalized procedures with defined roles and responsibilities; internal focus and higher managerial c ontrols are some of its basic traits. Such culture is predictable and has extensive risk management. However, this culture may lack innovative vibe since all the authorities rest with few individuals. Furthermore, employees may find it unnecessary to collaborate and compete within each other for controls (Kinicki and Kreitner, 2012). There are also various types of organization structures that are bureaucratic, functional and divisional or matrix structure. In bureaucratic model, organizations have strict hierarchies and central controls. In functional structure, organizations are divided into segments that have different functions such as marketing, HR, finance, administration etc. On the other hand, divisional structure results in many independently working departments with their own resources and they operate independently. Such division can be due to different geographic location, products and services etc. In a matrix organization, employees are utilized on the basis of their f unctions and use intended i.e. product or service. Hence, teams can be formed by involving members of different departments but are assigned with common goals. In the given case studies, City College has a functional model while Enterprise follows divisional model. City College is a single entity present on one location and providing education to students therefore dividing it into several departments functionally is appropriate for organizational effectiveness. However, such strict definition of roles and responsibilities may make it difficult for departments to collaborate and it may result in lengthy processes and procedures followed by unnecessary communication and transfer of responsibility in emergencies. On the other han