This section describes the major key ideas of the given activity in an appropriate way. The major key idea of this activity is that organizational culture and strategy play a critical role in the growth of the businesses (Carey, 2011). Along with this, the other idea is that each and every organization is different from each-other and all of them have a unique culture and strategy for the success of the organization. In other words, it also can be said that, business organizations unite a mix of four diverse types of organizational culture such as: Market, Adhocracy, Clan, and Hierarchy culture under one most important cultural style. Moreover, another idea is that, there is a string relationship between organizational culture and strategy. It is essential to accomplish the strategic goals as well as objectives of business in a pre-determined time period. An effective strategy gives direction to the business an organization while a culture is somewhat in which the strategy of an organization stays live (Schein, 2016). Apart from this, a strategy just defines the story of an organization whereas the culture delineates the mission, vision, and values of the organization. Moreover, a strategy is all about the ingenuity while the culture is all about the desires & expectations of the business. For this reason; both culture and strategy are interrelated and also depend on each-other. A conflict between organizational culture and strategy is dangerous for the business associations. If a conflict exists between culture and strategy then business firms cannot survive in today’s challenging & competitive business environment.
In current, most of the organizations have adopted and implemented effective organizational culture and strategy to accomplish their desired outcomes in an effectual and a more comprehensive manner (Kelly, Medina and Cameron, 2014). Along with this, Wal-Mart has implemented a mixture of these four types of cultures to expand its business in the international market. For case, Wal-Mart performs its all the business and operational activities in a more energetic and creative manner. The company motivates to the employees to take risk and to perform their responsibilities in a more innovative way. It indicates towards the adhocracy culture of the organization. Moreover, Wal-Mart accepts its employees as the members of the organization. It also focuses on teamwork to accomplish the business objectives effectively. This thing points out towards the clan culture of the organization (Carey, 2011). In addition, the focus of Wal-Mart is goal-oriented and it is based on dynamics of rivalry to attain concrete results. This shows the market culture of the organization. Apart from this, the organizational structure of the firm is hierarchical. The firm has top authority to follow all the rules and regulations strictly. The hierarchical structure represents the hierarchy culture of the organization (Cameron and Quinn, 2011). That’s why; it can be believed that, the organizational culture of Wal-Mart is up to standard to perform all the activities and to achieve the objectives of the business in an appropriate manner.
The major ideas of this activity are totally related to the organizational culture. The most important idea of this activity is that, organizational culture plays a significant role in the growth of the business. An organizational culture refers as the structure of shared values, statements, and beliefs that oversees that how people act in an organization. Along with this, the shared values and beliefs have a strong influence on the people of the business organization and also state that how they should perform their roles & responsibilities for the success of the organization (Watkins, 2013). In addition to this, the other major idea is that the definition of culture may vary from people to people. For case, some people say that, the culture represents the values as well as rituals of the organizations. Another people state that it is the immunity system of the business associations. Furthermore, some people believe that organizational culture is evolution in the place of work. The other key idea of the activity is that, organizational culture is dynamic. The main reason behind it is that, it motivate to the business associations to work in today’s rapidly changing business environment. Culture is the control system that protects an organization in each and every complex situation. It provides ethical guidelines to the businesses. The organizational culture motivates to the employees to work with the people of different cultures together (Driskill and Brenton, 2010). In this way, the key ideas of this activity talk about the importance of organizational culture in an appropriate manner.
On the basis of the given e-learning activity, it is clear that there are different meanings and definitions of organizational culture. But, I am agreed with the definition that it is the sum of shared values, beliefs, rituals and assumptions. It is because of the organizational culture brings together to the people of different cultures and also motivates them to works according the vales of the organization. It works as ‘glue’ to incorporate the members of the organization (Alvesson, 2012). Along with this, in current, each and every organization follows its own unique culture. For case, the organizational culture of Apple Inc. is unique in terms of values and beliefs. The company works with the people of different cultures and also provides them family environment to work. The workers of Apple Inc. do not face any issue of discrimination within organization. Moreover, the company considers the opinions and advises of its employees in an equal manner. Apple Inc. does not face any conflict because of it cares its employees and also provides them all the opportunities for their growth (Keyton, 2011). For this reason, it can be believed that, Apple Inc. has a unique culture. The culture of the organization is considered the major strength of the company.
Alvesson, M. (2012). Understanding Organizational Culture. USA: SAGE.
Cameron, K.S. and Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. UK: John Wiley & Sons.
Carey, W.P. (2011). ‘Culture clash: When corporate culture fights strategy, it can cost you.’ Available At: https://knowledge.wpcarey.asu.edu/article.cfm?aid=31 [Accessed On: 16th Dec. 2016]
Driskill, G.W. and Brenton, A.L. (2010). Organizational Culture in Action: A Cultural Analysis Workbook. USA: SAGE Publications.
Kelly, L., Medina, C. and Cameron, D. (2014). Rebels at Work: A Handbook for Leading Change from Within. Australia: "O'Reilly Media, Inc."
Keyton, J. (2011). Communication and Organizational Culture: A Key to Understanding Work Experiences. USA: SAGE.
Schein, E.H. (2016). Organizational Culture and Leadership. UK: John Wiley & Sons.
Watkins, M.D. (2013). What Is Organizational Culture? And Why Should We Care? Available At: https://hbr.org/2013/05/what-is-organizational-culture [Accessed On: 16th Dec. 2016]
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