organizational culture

Term 4 Week 6 Discussions

Week 6 Discussion Forum (MKT6920 Marketing Management)

Select an omnichannel retailer and discuss why you think they are successful.

Please note that Wikipedia and Investopedia are not acceptable sources as they are considered non-academic.

Week 6 Discussion Forum (MGT5430 Organizational Behavior)

Describe the six basic dimensions of organizational design.
Explain the three levels of organizational culture. How can each level of culture be measured?

KEY TAKEAWAYS BEFORE ATTEMPTING THIS ASSIGNMENT

Organizational design is an important aspect of any business, and it is essential to understand the six basic dimensions that shape the design of the organization. Additionally, organizational culture is an important factor in the success of the organization, and it is made up of three distinct levels. In this essay, we will explore the six basic dimensions of organizational design, examine the three levels of organizational culture, and assess how each level of culture can be measured.

Organizational design is a complex concept that has been researched and discussed extensively in the field of management. DS Pugh, DJ Hickson, CR Hinings, and C Turner’s 1968 study in Administrative Science Quarterly provides an interesting exploration into the six basic dimensions of organizational design. This study suggests that structure, strategy, goals, tasks, people, and culture are the six primary components of organizational design. Pugh et al. (1968) argue that an effective organization should have a well-defined structure that is aligned with its strategy, goals, and tasks. Furthermore, the organization should have a clear understanding of how its people work together and how the organization’s culture influences their behaviors. In conclusion, the study by Pugh et al. (1968) provides an insightful look into the six basic dimensions of organizational design and how they contribute to the effectiveness of an organization.

Organizational culture can be divided into three levels: observable artifacts, espoused values, and basic assumptions. TH Sigler and CM Pearson (2000) explored this concept in their article from the Journal of Quality Management, arguing that each of these levels can be used to identify the organizational culture of a company. The observable artifacts are the physical aspects of the organization, such as the dress code, the physical environment, and the way employees interact. These artifacts often reflect the culture of a company, as they are the most immediate and visible aspects of an organization. Espoused values are the values that the company claims to uphold, and how it wants to be seen by its stakeholders. This can be seen through the company’s mission statement, its public goals, and the way it interacts with the public. Finally, the basic assumptions of an organization refer to the underlying beliefs and attitudes of the organization, and are often not discussed in public. These basic assumptions often remain hidden, and can only be discovered by examining the behavior of the employees. Thus, by looking at all three levels of organizational culture, companies can gain a better understanding of their culture and how it influences their operations.

Measuring culture in health services can be a complex task, but with the right tools and strategies, it can be done effectively. According to T Scott, R Mannion, H Davies and others in their 2003 publication in the Wiley Online Library, assessing culture at each level of health services is paramount to creating an effective system. They suggest that taking a step-by-step approach, beginning with the macro-level culture and working down to the micro-level culture, is the best way to accurately measure culture. At the macro-level, they suggest using organizational surveys and interviews with top-level managers to assess the organizational culture, while the meso-level can be assessed with surveys and interviews of healthcare professionals and staff. Finally, the micro-level culture can be assessed through observation of patient-care interactions. Overall, it is important to measure culture in health services in order to ensure that the organization is operating efficiently and effectively.

Organizational design and culture are essential components of a successful organization. It is important to understand the six basic dimensions of organizational design such as structure, process, technology, rewards, people, and communication. These six core components help define an organization’s overall performance and efficiency. Additionally, it is important to understand the three levels of organizational culture which include observable artifacts, espoused values, and basic assumptions. These three levels are all measurable through surveys, interviews, case studies, or even observing day to day strategies. When an organization combines these components effectively, it will have a well-established and efficient operating system.

Work Cited

TH Sigler., CM Pearson.”Creating an empowering culture: examining the relationship between organizational culture and perceptions of empowerment.”https://www.sciencedirect.com/science/article/pii/S1084856800000110

R Mannion., H Davies.”The quantitative measurement of organizational culture in health care: a review of the available instruments.”https://onlinelibrary.wiley.com/doi/abs/10.1111/1475-6773.00154

CR Hinings.”Dimensions of organization structure.”https://www.jstor.org/stable/2391262

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