Mackenzie knowledge management, contemporary issues in the business
Word count: 2374
Contemporary management issues are present issues that arise within the workplace which will affect the business working efficiently. It will also lower the chances of generating a healthy profit for the business and will keep the business from operating successfully. Examples of a contemporary management issue are managing workforce diversity, knowledge management, contemporary issues in the business environment, and organisational culture.
I have chosen”organisational culture” as the topic to discuss. Organisational culture is an organisation sharing their own beliefs, values and everyday norms. Which allows them to work well as a team and operate smoothly to gain profit and success for the business. “It is a company’s overall lifestyle, this involves things such as working methods, history, fun at work, well-being, teamwork, quality of customer service, the environment in workplace and dress code”. (Boisvert, n.d.)
“There are several different types of organisational culture, for example clan culture. This is a family-like culture. Everyone gets on and sees each other as family. This creates loyalty and tradition which leads to good organizational culture. This type of culture promotes teamwork, participation, and agreement. It also encourages long-term human resources development and good relationship between employees by morals.
Another type of organisational culture is adhocracy. This is seen to be positive and creative working environment where employees will take risks. This culture encourages employees to experiment, and their goals are usually to grow and create new resources. For example, new products and services are their goals and this is how they measure their success. They also create independence and freedom. A business who would most likely to have this type of culture would be Apple. Due to the ever changing technology industry Apple has to take risks and be innovative in order to beat their competition.
The third type of organisational culture is market culture. This is a culture that is results-based. They are encouraged to get work done. Everyone is competitive and they are all focused on goals, which leads to the success of the business, especially if they are profit related results. They also take pride in their reputation. This can be a tough culture to be in because they have high expectations. This organisational style is based on competition, their long-term focus is to monitor rival’s activities.
The last type of organisational culture is hierarchy culture. There is usually a formal and structured working environment within this type of culture. Keeping the organization running smoothly is most important to them. Rules and policies keep the organisation together. The long-term goals of a hierarchy culture are to have a stable running business and getting the results. The three things that define success to a hierarchy culture is trustful delivery, smooth planning and low costs.” (“Organisational Culture Types”, 2017)
“Changing an organization’s culture is a very difficult leadership challenge. The reasoning for this is because an organization’s culture includes an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.” (Denning, 2011).
“Culture change can be difficult if the leader does not role-model the behaviours they want the employees to model. However, some culture changes can benefit a business for example, the takeover of Pixar by Disney and of YouTube and Zappos by google”. (Riley, 2014). Although changing an organisational culture can be difficult it has it’s benefits such as remaining competitive. so that they can continue to make profit and keep talented employees. There is also a growth in technology, this can affect organisation culture as different lines in an organisation can be replaced by technology and this couldresult in people losing their job. Also in an organisation, there may be an individual who likes doing things the same way all the time and this can pose a challenge when the organisation is trying to advance.
Organisational culture can be challenging for managers when trying to maintain it, present it and keep the consistency of it every day. “It is your own actions that reflect the company’s culture, and it is imperative that it remains a unifying element. Maintaining it can be difficult however, it also comes with benefits such as increasing level of employee engagement. Also, if the values of the company and the employees fit together their will be an increase in job satisfaction which will reduce turnover.” (Boisvert, n.d.)
Organisational culture can be challenging when managing individuals and trying to involve everyone. When considering managing the organisational culture The company must involve all employees. This way everyone feels involved this will create happier employees. “According to HRM online, “Happiness at work is a bigger concept than engagement; it’s about providing the resources the individual needs to support themselves and develop their engagement.” (Boisvert, n.d.)
There are a variety of companies such as Google, Southwest airlines, Twitter, Facebook, Adobe, Zappos and Chevron that find organisational culture a very important aspect within their business. This will be because employees nowadays don’t only look at their salary and benefits they also consider the company’s organisational culture.
An example of a company with good organisational culture is Google. “Google has a unique culture within their working environment as they offer their employees several benefits ranging from free meals, employee trips and parties, financial bonuses, open presentations by high-level executives, gyms and a dog-friendly environment. The reason Google does this is because it will attract more talented people”. (Patel, 2015). “The culture is amazing too. Each employee does not mind helping each other out if they are stuck. It is encouraged to reach out to others.” – google software engineer. (Bort, 2018).
The benefit of having a good organisational culture is that it allows the company to attract better talent within the workplace. If your employees feel a sense of belonging within the workplace, they are more likely to stay long-term. “This allows the company to have lower turnover and better relationships throughout the team. Studies have identified that there is a larger increase in turnover for businesses with no/poor organisational culture.” (Siu, 2014). Another benefit of having good organisational culture is that it will enhance the company’s image and attract not only more employees but more customers.
Today, Organisational culture is still a contemporary management issue and some companies still have a bad organisational culture. An example of a company with bad organisational culture is Amazon. “According to an online review on Glassdoor, it shows that Amazon are a 3.4 out of 5. This is due to the long hours and unappreciative management. One of the reviews says, “it can be amazing for some people, horrible for others”. This could lead to a high turnover at Amazon.” (McClay, 2015). To resolve this, they will have to start giving employees appropriate working hours. Appropriate hours meaning they are able to go home and spend time with family. Better management would improve their organisational culture too. Managers and owners of the organisationa should aim to create a better relationship with their employees. They should also make sure that they are catering to their employees needs and be appreciative to their employees. This could be done simply by saying thank you to employees at the end of every shift. A sign that a company has bad organisational culture is if the place is dull and dead. For example, if employees are working in a lazy manner this does not give a good image for the business and it does not create a nice environment to work in.
Bad organisational culture can lead to work not being delivered on time. This could be due to the work ethic within the workplace. Slacking in the workplace can cause conflict within the working environment and this can create an uncomfortable environment. A way to improve this could be by recognizing and awarding the employees with a valuable contribution to the team, this could be a bonus or a day off.
Organisational culture should always be maintained and reviewed. Something that worked back then may not work as well now. “The company’s policies may need reviewing to see if it still coincides with the values that are in place. Howard Schults, CEO of Starbucks said, “so much of what Starbucks achieved was because of the culture that was fostered”. Ginni Rometty, CEO of IBM supported this and said: “culture is your company’s uber one asset”. Organisation culture is passed on by a pattern within the workplace. People will copy actions from others to fit in.” (Hutton, C).
As a result of this analysis, My recommendations would be to create a strong relationship throughout the team. This allows for a better atmosphere when going to work. This could be done by having a staff night out to boost team morale. This allows employees to get to know each other out of working hours. This will also create a more positive environment for employees to work in and will bring more enthusiasm to the workplace, which could create a more motivational and productive workforce. Another recommendation is to keep your employees happy. To make sure employees are all happy, one to one meetings could be organised in order to give the employees a chance to bring up any concerns. Happiness in the workplace is key.
The team values were to work as a team, be committed, efficient and have strong communication thought-out the task. “Our team belief was leading by example. Albert Schweitzer said, “Example is not the main thing in influencing others. It is the only thing.” The people around you are watching your every move and looking to emulate you. Another one of our team beliefs was embracing communication. Communication is the key to success within a team. Leaders should never underestimate the power of the smallest interactions.” (Daskal, 2016)
One of the main challenges that we faced during this task was listening. One of our team values was to listen to each other when sharing thoughts, opinions, and ideas. “Every different point of view could be an opportunity to learn something. Listening shows that you value the other person and that you are open to the possibility of change. Interrupting shows that you think you or your opinions are more important”. (“Leader Values”, 2018) Listening can help job satisfaction because people see their suggestions and recommendations being implemented or put to practice. To improve on this each team member needs to listen and be more open to what the other team members are saying and wait for them to finish before saying what they are going to say.
Another challenge that I faced during the task was trying to get everyone to attend. Although we made each other aware if we could make it or not, not attending can lead to conflict within the team. Conflict could arise due to lack of group work getting done because of lack of attendance which can lead to one individual having a higher workload. This could lead to an uncomfortable working environment, can slow the team down, reduce the chance of the group succeeding and create a tense atmosphere. To improve on this, we need to make sure that we all turn up on time and make sure to check everyone’s availability. We could set alarms and make it a routine and also create doodle polls to allocate a time slot to suit everyone. One of our team values was to attend to create great quality work and increase team efficiency. The work would be substandard and inefficient if attendance did not improve.
Another challenge that we faced was time management. We did not have long to do the task therefore we needed to use our time efficiently. To improve on this, we need to make sure that we have an individual allocated time of the day to work on our parts of the task, this should be every day of the week in order to get the work done and to a good standard. One of our team values was to be committed to getting the work done and maintain efficiency to allow everyone to work together to achieve the results we wanted.
Overall the team worked well together and no conflict arose. The completed tasks were of a good standard. We need to make sure that we do not face the same challenges when approaching the next set tasks therefore Next time, I am going to make sure that everyone is listened too and no one feels as if they are not being heard and I am also going to create doodle polls to allocate a time slot to suit everyone and continue to make the group aware if we are not going to make it via Facebook. Another thing I am going to do next time is make sure that my time management is better by allocating certain parts of my day to do my part of the task. This will improve all our team’s success and increase the team efficiency.
During the task, I was a resource investigator, one of their weaknesses is losing interest once the initial enthusiasm has passed therefore I need to make sure that I am always positive and keeping engaged with the task. To do this I may need to read through the brief to refresh myself and make sure to stay on task. The benefit of a resource investigator is that they are usually enthusiastic. This created a positive environment. Another benefit of a resource investigator is they are good at communication and quick to the mark. This will create an efficient working environment.
My leadership style during this task was Participative Leader. “A Participative leader is one that involves all team members in terms of identifying important goals as well as developing strategic and procedures to achieve the goals” (“Participative leadership”, 2018). An advantage of being a participative leader is that the employees working hours can be stretched on their own without any force from the management this can lead to increased productivity. Another advantage is that it reduced cost in the workplace because there is less need of supervision due to an increase in self-management within the workplace. A disadvantage is that the decision making can be slow. When there are a lot of people involved in decision making it can make the process slower. Opinions will come pouring in from everyone.
Boisvert, C. Organizational culture: what is it and what are the challenges. Retrieved 26 December 2017, from https://atmanco.com/blog/working-environment/organizational-culture-challenges/
Bort, J (2014). The 25 Most enjoyable companies to work for. Business Insider. Retrieved 4 January 2018, from http://uk.businessinsider.com/25-best-corporate-cultures-2014-8?r=US&IR=T/ – no-25-netapp-1
Daskal, L (2016). 21 Core Beliefs That Will Take Your Leadership from Good to Great. Inc.com. Retrieved 7 January 2018, from https://www.inc.com/lolly-daskal/21-core-beliefs-that-will-take-your-leadership-from-good-to-great.html
Denning, S (2011). Forbes Welcome. Forbes.com. Retrieved 7 January 2018, from https://www.forbes.com/sites/stevedenning/2011/07/23/how-do-you-change-an-organizational-culture/ – 2e3b1ba939dc
Hutton, L. (n.d.) 3 steps to improve organisational culture today, AIB official blog. Official blog – Australian institute of business. Retrieved 4 January 2018, from http://aib.edu.au/blog/organisations-culture/3-steps-to-improve-organisational-culture-today/?.
Leader Values. (2017). Leader-values.com. Retrieved 7 January 2018, from https://www.leader-values.com/article.php?aid=727
McClay, R. (2015). Think Amazon’s Bad? Here are 6 companies with worse culture. TheStreet. Retrieved 5 January 2018, from https://www.thestreet.com/story/13257755/1/6-companies-with-worse-workplaces-than-amazon.html
Organisational culture types, (2017). Ocai-online.com. Retrieved 7 January 2018, from https://www.ocai-online.com/about-the-Organizational-Culture-Assessment-Instrument-OCAI/Organizational-Culture-Types
Patel, S. (2015). 10 Examples of companies with fantastic cultures. Entrepreneur. Retrieved 4 January 2018, from https://www.entrepreneur.com/article/249174.
Participative Leadership. (2018), Leadership-Central.com. Retrieved 7 January 2018, from http://www.leadership-central.com/participative-leadership.html – axzz53VEvT2oh
Riley, J (2014). The Exam Performance Specialists. Tutur2u Business. Tutor2u. Retrieved 7 January 2018, from https://www.tutor2u.net/business/blog/organisational-culture-problems-of-changing-organisational-culture