248766 91373 1 TM C Performance Improvement Strategy

Question – 5 discuss whether or not the organizational culture has helped with the change

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

In such a situation, since the bad economic environment, it is not possible to keep the original structure to fit its culture. One possible method to solve this problem is to collect continuous customers’ feedback and to subdivide the feedback by different departments. The culture of Cisco is to keep paying attention to the customers, no matter the amount of resource. But the new structure made the whole resources of the company useless to satisfy customers. Thus, a good way to know what customers need is to collect the feedback from them. In the article How to Change a Culture: Lessons from NUMMI, the author told us that “those of us trying to change our organizations’ culture need to define the things we want to do, the ways we want to behave”.iv By collecting the feedback of customers, each Cisco’s employee could be clarified of what they need to do to satisfy the customers.

What is the culture's position on important issues facing the corporation (that is, on productivity, quality of performance, adaptability to

Utilizing the benchmark process to determine best practices will help key decision makers in developing streamlined production processes. Competitive intelligence and analysis will help it to formulate ways to stay ahead of its competitors.

A descriptive methodology will be used to determine the current culture of the Organisation, through research and survey from the Organisation’s website and from current employees. This is going to give us a general picture of the current culture and also analysed to determine how effective the current culture is.

*  Culture is Negotiated. One person cannot create a culture alone. Employees must try to change the direction, the work environment, the way work is performed, or the manner in which decisions are made within the general norms of the workplace. Culture change is a process of give and take by all members of an organization. Formalizing strategic direction, systems development, and establishing measurements must be owned by the group responsible

With this statement it can be said, that the practices of managing cultures also have changed in this era and that the importance of cultural influences on the organizations are higher than before.

Not only is a strong corporate culture good for business by increasing customer satisfaction, it also can help to decrease turnover and save on human resources expenditures. Internal integration should start the minute a new employee enters a company. Training of new employees should include some way of helping them to understand the company's culture. The new hire training program currently in use at Wal-Mart stores includes videos and other information about the founding of the company as well as other general and specific information about the company's culture as well as expectations related to this culture. This is important because a company's culture is not always easily apparent to newcomers and this is what keeps Wal-mart's culture strong (Berg, 2001).

Over the years, technology has become a major part for a business and for an individual as well. Technology has become so advance that it has made a major effect for the staff as well as for the customers. New technology has helped in many areas such as data and information storage, advertising, transportation and communication.

It is important to change various aspects of organization culture when trying to institute change in organizations (Kavita, 2005). The aspects that such changes should target include the balance of power in the organizations, the organization structure that supports the framework, leadership and management styles. Organizational history is also very critical, especially if it has a progressive track record success. However, if the culture despite the changes remains aligned to the organization goals and mission the employees will adopt it and embrace change.

The purpose of this paper is to analyze the culture, the internal, and the external factors in an organization. Our job is to examine the entirety of the organization. That would include the structural and environmental elements that effect the operation of the business. We will also take an in depth look at the perspectives of employees, managers, owners, and clientele.

Organizational culture has been described as shared values and beliefs that underline a company’s identity. A strong culture that encourages employees from the top to the bottom in adaptation and change can increase organizational performance by energizing and motivating employees, shape behaviors, unify personnel in the goals / objectives and align employee’s actions with the priorities of the company (Daft, R., 2013). Creating a constructive culture should be a manager’s top priority because the right culture will propel a company into a top performer in its industry.

In an organization where there is a culture that has been developed through years, a culture of uncommitted individuals and selfish authorities, the harmony that is needed in accomplishing the organizational goals between the management and the rank-and-file employees cannot be attained. At this point, any person who wants to implement changes in the system for the better of the company can experience great stress and difficulty due to the resistance and developed attitudes of the members of the organization.

Existing culture can in times be very hard to continue with because of the change in the growth or in the strategic change in the organisation. At such appropriate web of culture is important to be identified or that can be a problem in the progress of the organisation. These identified elements will give organisation a bigger picture of what was going wrong and how can they change it towards betterment of the organisation.