Organization Structure And Culture Of Asda Plc And British Airlines

Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that their employees can see them. An organizational culture can consist of common shared beliefs and values that are established by the organization’s leader, and then communicated and reinforce through various methods, this helps shape employee perceptions, behaviors and understanding. Overall, organizational structure and culture can effect progress of many organizations in a positive and negative way.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Organizational behavior entails the study of individual and also group performance and their interactions and ability to work in groups. It aims at identifying major problems that affects performance within the teams to work together, in a bid to develop a more efficient business operation (Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how organizations behave

The organizational culture can encourage or discourage effectiveness, depending on the nature of the values, beliefs, and norms” (Ivancevich, Konopaske, & Matteson, 2011). Organizational culture can be very friendly, very task oriented, competitive or driven to be highly productive or it can be disorganized and unproductive. The culture is based on the history of the company and the atmosphere that is created and nurtured over time. This culture guides the language the employees use their loyalty and many more areas. Organizational culture is an important social characteristic that influences organizations, group, and individual behavior with in a company (Hartnell, Ou, & Kinicki, 2011). The Culture of an organization affects the way people behave, how they address customers, the atmosphere, perception, values, and beliefs. Employee’s performance and effectiveness can also be determined by an organization’s culture. Every organization has its own culture based on shared expectations, values and attitudes and its influence on individuals and groups (Ivancevich et al., 2011). People inside of an organization have a big effect on the culture because of their values, beliefs, and ideology. Companies try to hire people who have the same values as the company so that they will fit into the organization. People stay with organizations that have a

In this day and age all individuals will have some affiliation with a business organisation. Whether it be the company they work for, the retail store they purchase their groceries or the NHS dentist they attend individuals of society are all affiliated, controlled and in control of business organisation. Organisations may be established for a number of reasons and serve various purposes, their activities can be affected by a range of different

This study scrutinizes the culture and structure of two corporations: Microsoft and FedEX. Further, the similarities and differences of structure and culture of an organizations are examined. The impact of organizational structure and culture on business performance and the factors that motivate employees in an organization are examined.

Organizational Culture is the system of shared actions, values, and beliefs that has developed within an organization and guides the behavior of its members. Organizational Development consists of special applications of knowledge gained from behavioral science to create a comprehensive design to improve organizational effectiveness. Through the collective experiences, the members of an organization solve two important survival issues. The first issue addresses external adaption which deals with reaching goals, how they are to be accomplished, the methods to be used to achieve these goals,

Organizational cultures develop over time thus the need to adopt and integrate valuable components towards realization of effective and efficient development of the organizational cultures. Understanding of the organizational culture is an essential aspect towards the achievement of quality culture with the aim of enhancing the output and development of the teams. In understanding organizational culture, it is critical to evaluate factors affecting the development of organizational culture within the context of an organization. Some of the critical factors influencing the development of organizational culture include purpose, processes, history, goals, objectives, size, social, and economic factors.

In addition to having implications for organizational performance, organizational culture is an effective control mechanism for dictating employee behavior. Culture is in fact a more powerful way of controlling and managing employee behaviors than organizational rules and regulations. When the company’s environment. To the extent shared values are proper for the company in question, company performance may benefit from culture.[5]

Normally there is a nearby association among organizational structure and culture. Occasionally organizational structure provides the attitudes, norms and organizational culture. And it is likewise true that structure of the organization, most of the times, is extremely affected by the organizational structure. Nonetheless most prominently talking is that organizational structure mirrors the culture of the organization. As example, hierarchy, size, vision and mission, aims, goals, objectives mirror the culture of an organization.

A strong organizational culture provides both the company and its employees with direction and stability. The culture within an organization can be powerful enough to effect employee attitude and behavior as well as performance and turnover ratio. According to many scientific studies, there are seven primary characteristics used to define the culture of an organization: innovation and risk taking, outcome orientation, people orientation, team orientation, aggressiveness and stability.

Organizational structure can be defined as the establishment of authority and responsibilities between different positions in the company. It can be either horizontal or vertical. Organization structure also facilitates transparency in the organization (Luthans, 1998). My organization is Saint Joseph’s Hospital, which is a leading magnet facility here in Atlanta Georgia. Saint Joseph 's was the first hospital in the Southeast to perform open heart surgery, the first to develop a cardiac cath lab and the first to perform balloon angioplasty. The hospital was also the first to open a pace maker clinic and the first in Georgia to implant an artificial heart. Saint Joseph 's is also regarded as one of Georgia 's early pioneers in vascular

Our group selected this book based on reviews given by previous readers of the book on Amazon. We judged from reading their reviews that this book would be helpful in understanding how successful companies worked and how they were structured. This book was also considered the "Greatest Business Book of All Time" according to Bloomsbury, UK which was also another incentive to read the book and judge for ourselves if this was indeed the “greatest business book of all time”.

Organization culture should be considered to re-aligned which means the company should take into account attitude and personality towards to target customers, shared values and behaviors towards to its employee of the organization. The ways of organization culture changes to align business strategy includes the characteristics of making decisions relating to management and choosing people to fill key jobs (Schwartz& Davis,1981). In the research of Denison & Mishra (1995) in the organization cultures and effectiveness showed that perceived involvement and participation on the part of organizational members predicted both current and future financial performance. These can determine the ways in which the organization and its people make a decision

The relationship between corporate/organizational culture and organizational performance/effectiveness has attracted the attention of numerous academic and business authors for many years. Some researchers have studied culture from a strategic perspective and argue that corporate culture can generate significant competitive advantages for a company (Barney 1986, Wilkins and Ouchi 1983). Other authors have developed explicit theories of corporate culture and organizational performance (Denison and Mishra 1995, Kotter and Heskett 1993).In addition, authors like Hofstede (1980), Trompenaars (1994, cited in Ghoshal and Bartlett 1998), and Adler (2002) who have conducted cross-cultural investigations on organizational culture, support that most management theories and practices should be modified in order to be adopted into different national contexts. The Corporate/Organizational Culture Academic research on the field of organizational culture and performance came on the surface over the year 1980. During the next years the concept attracted the immense interest of the business as well as the academic world and created a phenomenon known as the “culture revolution”.