Free Essay

Organization Analysis

In: Business and Management

Submitted By waqarahmed358
Words 3201
Pages 13
| 2015 | |

[Analyzing Organization] | |

Contents Introduction: 2 What is Organizational Behavior? 3 Paradigms 3 Functionalist paradigm 4 Interpretive paradigm 4 Radical humanist paradigm 4 Methodology of data gathering 5 Background information about the organization: 5 Analyzing data with literature review 6 Definition of Culture and Culture in McDonald 6 McDonald's development in China 7 Relating Schein’s model with McDonald 8 Levels of culture: 8 Artefacts: 8 Values: 9 Basic assumptions: 10 Conclusion: 10 References: 12

An organization or company can be defined as the developed social elements by the humans in order to serve some kind of purpose. Generally the organization is consisting of an individual or a group of people purposely systemized or organized to achieve a common and an overall goal or set of goals. Usually organizations range in size from one person to thousands. Almost every organization has a structure of management that regulates relationships between the members and different activities and authority , responsibilities and assigning role to carry out different tasks within and outside of organization.
An Organization is social arrangements for achieving controlled performance in pursuit of collective goals (According to Buchanan & Huczynski (1997). There are many vital aspects to keep in consideration about the goal of the business organization. These features are categorical (recognized and cautious) or implicit (operating unrecognized). Ideally, these structures are carefully established and kept in consideration, generally done when strategic planning process being done.
Organizations are goals which are created to serve some purpose, Achieving the purpose or the goals for the organization normally requires that human activity be deliberately structured and coordinated in some way, thus there will be identifiable parts or activities (Rollinson, 2008). Though, this definition does not mean that each individual has same or common goals and also that everyone in organization could be conscious about the goals pursued by the organization.
There are some major subsystems of organizations, such as divisions, departments, teams, programs, etc. Along with other subsystem, each subsystem has its own way of doing things to achieve the overall goals of the organization. Often, these processes and systems are defined by policies, plans and procedures.
To interpret all of the above major parts of an organization depends very much on the values and nature of management. People can assess organizations as organisms, groups, machines, families, etc.

What is Organizational Behavior?
In an organization why do people always behave a certain way? What are those factors which affect their job performance, commitment to their job, employee interaction, managerial style and leadership? Organizational behavior is the study of both individual and group activity and performance within an organization.
Organization behavior is the study about examining human behavior in an organization and work environment and determines its influence on job performance, motivation, communication, leadership, etc. External and Internal points are two models of how organizational behavior can be examined by organizations.
From the definition above of organizational behavior, it can be stretched to a wide range of topics, such as: * Leadership * Cross-cultural management * personality, values, ethics * motivation * interpersonal communication * change management
A paradigm is an example or pattern of a specific topic or something. It also means the perception of something in mind and pattern of thought or a mental picture. Thomas Kuhn introduced the concept of knowledge paradigm in 1962. He used the word to mean the model that scientists hold about a particular area of knowledge. Paradigm is a set of concepts, assumptions, values, and practices those establish a way of making real picture for the community that bonds them, especially in a rational discipline. And the outlines about how people view the reality, people from different school of thought, what kind of systematic tolls they use for the understanding of the science and what kind of descriptions can describe their way of thinking.
More significantly, a paradigm consists of the shared beliefs and assumptions of knowledge producers about what knowledge is, which shared beliefs and assumptions are institutionalized through support structure, such as universities, and through training (Corlett and Forster, 2004). Four paradigms have defined by Burrell and Morgan: Functionalist, Interpretive, Radical structuralist Paradigm and Radical humanist paradigm
Functionalist paradigm
Functionalist Paradigm is a primary paradigm for the study of organizations. It assumes rational human believes and actions, one can understand behavior through hypothesis testing.
Most conventional theories of organizational behavior and analysis behavior will fall under this paradigm. The functionalist beliefs the managerial interests as a hierarchy were the rules and regulations and power in an organization is an important factor in their organization. (Jackson and Carter, 2007)
Interpretive paradigm
Interpretive paradigm pursues to explain the constancy of behavior from the viewpoint of individuals.
Interpretivist paradigms are the ones which are concerned with regulation but understand the real world situation. Interpretivist paradigms are more realistic and believe relationship within the organization with some rules and regulation is the best work place to work referred from (Jackson and Carter, 2007).
Radical humanist paradigm
The Radical humanist paradigm is concerned with liberating social bounds that limit human prospective. They see the existing prevailing ideologies as splitting people from their true characters.
Radical humanists are the far opposite of the functionalist. According to Jackson and Carter, this paradigm shares the interpretivist view of organizations as social construction but also shares the radical structuralist view of the organizations as instruments of power and domination. Radical humanist believe in change and structural way of communication in an organization and more subjective in decision making.
Radical structuralist paradigm
Radical structuralist paradigm is about inherent structural conflicts within society that generate constant change through social, economic and political crisis.
Radical structuralist is the ones which share the view of the functionalist were the organizational power and structure is the important factor where this paradigm concentrate in a structural relationship in an organization (Jackson and Carter, 2007).
There are two fundamental core principles identified by Burrell and Morgan which divided the researchers in two groups: the Subjective dimension and Objective dimension.
Understanding an individual’s paradigm from a questionnaire cannot be figured out that the individual’s right view of which paradigm he falls in since it is just a simple workout and the impact of individual’s mood is high when he gives answers of that questionnaire. So, it is subjected to change from one organization to another. (Collins, 1996)
Methodology of data gathering
The name of the organization which I am going to see in this study is McDonald. I have chosen this organization because it is an international company. So, it will be easy to gather the data or information and analyze the organization to the core. One of other reasons for choosing this company is that I often visit their different franchises so it will be easy for me to collect any required information. Our often visit to place help us to know what is the culture and the structure followed up in the company. What are the updated techniques involved and to develop customer satisfaction. These previous experiences in MacDonald will be helpful to bring out my thoughts regarding culture of the company when I will proceed further in study.
Background information about the organization:
McDonald is an international fast food company having its chain across the world. It is one of the leading restaurant chains in the world. In 1940 this long journey of the burger brand, when two brothers, Dick and Mac McDonald started the first McDonald's restaurant in San Bernardino, California. In early stages they started a hotdog stand, but after founding the restaurant they starting serving around 25 items, Most of them were barbequed. It became a famous and very profitable. In 1948 the brothers closed the restaurant and then reopened it to sell only hamburgers, French fries and milkshakes.
As per the history of McDonald's, the major revenue of company started coming from hamburgers, which were introduced at a nominal price of 15 cents. The restaurant slowly became popular and the McDonald brothers started franchising their restaurant in the 1953. The first franchise was sold to Neil Fox who opened the restaurant in Fresno, California. It was the first to present the Golden Arch design. The third and fourth restaurants were opened in Saginaw, Michigan and Downey, California, respectively.
Analyzing data with literature review
Definition of Culture and Culture in McDonald
Organizational culture remains a provocative concept. The concept of culture is in itself a social concept. Hence the concept of organizational culture should be regarded as the social concept of an organization and is an explanation of the way how the organization behaves. Fundamentally culture is a very assorted subject as it varies different from company to company and from country to country. Organizational culture is distinct as the collection of comparatively uniform and durable customs, practices, values, beliefs and traditions that are shared by an organization’s member, learned by new workers, and conveyed from one generation of employees to the next (Buchanan and Huczynski, 2004).
According to the above definition of culture, it is understandable that culture in one organization is different from other organization. Each and every organization has their own values, tradition, beliefs and practices in them. Though, “organizational culture” is a systematically accepted idea which used to outline and describe the joint individual behavior within the company. The culture has an important impact to achieve the development of the organization’s aims.
Different cultures usually created by the top management or by the initiators who build that organization. But sometimes top level management in organization tries to change the culture of the organization built on the condition and location in which the organization is based.
Since the definition of culture is rich and colorful. It includes art, history, literature, music, traditions, religious beliefs, and customs. And culture of food is a part of the customs, which can reflect a country's culture in a definite sense. I found that as one of the biggest food retailers in all over the world, McDonald's culture reflects the essence of American culture. As a miniature of American culture, McDonald's transmits with it 3 features namely integration, aggressiveness and equality, these features are also well prominent in the culture of America. Tracing back to history of America, Americans in the formation of pioneer and innovative spirit is embodied in the movement. Further, the early Americans were behind Europe, and they also had the desire to stimulate their material wealth to tough the new heights. As a big country of migrants, culture of America is a combination of multi-ethnic. In American history the independence revolution in the people of America for equality, freedom has played a vital role.
McDonald's development in China
When McDonald opened its first franchise in Beijing, China it become very popular. Now, McDonald's branches has spread all over the world, it has branches in almost every county. China is a big country with a large number of populations of Being added with the traditional food culture of China like "the food does not be disgusted with the best", the diet regarding issue is still playing a vital part in the Chinese people's life. The Pekingneses, who are no more in trouble with the basic needs has the capability and also keen to change their traditional food habit. There are people who don't want to spend too much money but can taste something extra ordinary, especially for the person with daily wage and having only one child, the western fast food that is totally different from everyday Chinese food in the eating way and consuming things, naturally has great temptation because it is clean, fast and cheap.
How McDonald got popularity within the people of China? It also embodies the two features of McDonald's culture, which richly reflected in McDonald's promotion in China. 1. The promotion about social status. These kinds of promotions highlight a way of the white collar. McDonald promises that people can enjoy a modern decency life in their outlets and we feel more relaxed and gladder than the people who don't go to the McDonald. 2. The advertisements about the traditional values and customs. These group of promotions show that the McDonald's follows the Chinese traditional values and customs, such as rejoicing the Spring Festival, loving calligraphy, making wishes for the New Year, art and respecting the old. These are Chinese precious value.
Relating Schein’s model with McDonald
One of the widely discussed models of culture is Edgar Schein’s model. Organizational culture divided in to three levels (Buchanan and Huczynski), each eminent by its reflectiveness and approachability by individuals. Organizational culture is the shape of basic assumption which a group has developed, invented or discovered in learning to manage with its issues of external integration and adaptation, which have worked well enough to be considered valid, and therefore to be taught to new members as the correct way to perceive, think and feel in relation to the problems (Schein, 1985).
Schein’s fundamental view is that culture is the sharing of meaning and the sharing of basic assumptions among organizational employees (Buchanan and Huczynski, 1997). According to Schein’s theory of organizational culture there are three levels of culture described. The three levels of cultures are Artifacts, Values and Basic assumptions.
Levels of culture:
Artefacts is the first level of culture. It is considered to be the only noticeable factor in a culture. Artefacts are expressions or display of the same culture fundamental that produces and preserves the norms and values. However, their future distance from the fundamental can make it even more problematic to interpret their cultural implication (Hatch, 2006).
The major element of Artefacts of McDonald is a clown character used as the mascot of McDonald’s fast food restaurant chain. In earlier years the promotions showed Ronald in his fantasy world called ‘McDonald land’ and his ventures with Mayor McCheese, the Hamburglar, Birdie, Grimace, and The Fry Kids. In current years McDonald land has phased out and Ronald is shown interacting with kids in their everyday life. Ronald was introduced by Willard Scott in 1963. Since then Ronald has seemed in books, movies, comics and video games. He has become well known all over the world. Many people with full time jobs making appearances in the Ronald costume visiting places such as children’s hospitals. There is a Ronald McDonald House in Winston where parents can stopover for night while their children are in the hospital so they can be close to them. Other Elements of Artifact of Macdonald’s are Dress code of its employee, there unique outlets, Golden Arch and Design of their logo (shape, color and font)
The next level in Schein’s layered conceptualization of culture is the values and beliefs. Values are the social principles, goals and standards that cultural members believe have intrinsic worth (Hatch, 2006). Organizational values are those things that have personal or organizational worth or meaning to the founders or senior management. Values are typically based on moral, societal or religious precepts that are learned in childhood and modified through experience (Buchanan and Huczynski, 1997). Where do these values come from? Values are the views of the original founder, as modified by the company’s current management (Schein, 2004).
McDonalds business strategy is to provide the best thing to customer and to do the right things to the community they serve as well as to the employees of the organization. McDonalds has a strong business culture and helpful about the global youth employment. In McDonalds every process has a very specific rules and regulations of how it should be carried out. It tries to deliver best support to its workers. It is dedicated to deliver the customers high level of quality, value, cleanliness and service. McDonalds have systematic rules to follow and are inclined towards good health.
The following are experienced in the organization: * Fast customer service * Simple Decision making * Free from blunder happening. * Clean premises of the restaurants. * Very well maintained facilities * They built teams and effective team work with specified work. * Full mechanism of every link of the supply chain * Standards are based on cleanliness, value and quality. * Safety of food is the important reflection of the company * Rewards and better scope for promotions on the basis of performance.
Basic assumptions:
Basic Assumption is the third level in Schein’s layered conceptualization of culture. In Schein’s view they are ‘fundamental beliefs that are so taken for granted that most people in a cultural unit subscribe to them but not in a conscious way (Rollinson, 2008). These assumptions are formed inside the company when it is created. Assumptions which are formed in the beginning don’t change often.
Sense of mutual respect in McDonald can be seen among the employees, does not matter in what positions are and in what department they are working. As everyone knows that the fast food is a competitive one in all over the world so, there is always a feel of competition between the different fast food chains. McDonald is more protective the society around in which it operates. They ensure that their restaurants do not harm the atmosphere and environment. They make sure the quality of services for their customers. With the short span of shift timings of employee, they it make easy to them to treat the customer with full care and affection.
The Quality Service Cleanness cultural of McDonald's is the reason of its entrepreneurship in the global food industry and the most characteristic charm, Quality Service Cleanness (quality artistic work of high order, and thoughtful service, and a clean environment) is McDonald's has always followed Corker business entrepreneurship. With current social economic development and improved quality of consumer culture, they found that only those three were not enough, then "V" were added which stand for Value as an important supplementary content, to construct a complete McDonald's entrepreneurship spirit.
Beyond providing a rewarding and energetic workplace, McDonald’s works collaboratively with its suppliers and franchisees and has established its commitment to corporate social responsibility. One of the examples is The Ronald McDonald House Charities by the company which makes an impact on many lives.
To sum up with, McDonalds is the biggest food restaurant, it is following the best way to launch new products and come up with the best solutions to any kind of problem. And if it keeps these standards it will remain world’s leading fast food chain for years.

References: * Kroeber, A. L. and C. Kluckhohn, 1952. Culture: A Critical Review of Concepts and Definitions. * Joe.Bramhall."McDonald'sCorporation".Hoovers.'s/--ID__10974--/free-co-factsheet.xhtml. Retrieved 2009-10-03. * McDonald's posts sizzling 80% profit rise in 2008, BreitbartTV * McDonald's, strategic plan, * H. Richard, L. Fred. "International Management- Culture, Strategy, and behavior. * Trompenaars, F., & Hampden-Turner, C. (1998). Riding the waves of culture (p. 162). New York: McGraw-Hill. * Barney, J. B. (1986). Organizational culture: can it be a source of sustained competitive advantage?. Academy of management review, 11(3), 656-665. * Howard, A. (1990). Cultural paradigms, history, and the search for identity in Oceania. Cultural identity and ethnicity in the Pacific, 259-279. * Deshen, S. (1976). Ethnic Boundaries and Cultural Paradigms. Ethos, 4(3), 271-294.

Similar Documents

Premium Essay

Organization and Management Analysis

...Organization and Management Analysis By Bianca Andrews Course: HCS/514 March 23, 2014 Professor Samantha Bame Introduction Most, if not all, companies are made up of organizations. As an organization, it consists of people who are structured and managed with a specific purpose. That purpose is to create and achieve one or more specific goals as a whole. The people within the organization all play a different role that helps to meet the goals that are set for them individually and as a whole. Each organization’s practices come from various theories that help to explain their structure, behavior, and function of these organizations. These theories consist of classical, neo-classical, and modern. Organizational Theories Classical Organization Theory The classical organizational theory was created back in the twentieth century during the beginning of the Industrial Revolution. The classical theory was created from the ideas of Frederick Taylor and Max Weber. They were the ones to establish the foundation of the classical theory. This theory focuses on bringing together scientific management, bureaucratic and administrative theory. These theories focus on putting production first and the workers second (Broad, 2009). Frederick Taylor went more for the scientific management approach. This approach is one that looks more and what can increase productivity based on what is needed. It did not take into consideration how the workers felt about their work and working...

Words: 1464 - Pages: 6

Premium Essay

Mintzberg's Organizational Organization Analysis

...3.1.4 ORGANISATIONAL ARRANGEMENT From Mintzberg (1983, p.152) analysis, organizations are composed of five configurations and each configuration has six components.  Operating Core: These are employees who execute the work related to the organization products and services.  Strategic Apex: Top-Management workers (Coordinating Directors) responsible for the management of the organization.  Middle Line: Directors who link the strategic apex with the operating core.  Techno structure: Analyst who design, plan, change or train the operating core.  Support Staff: Experts who provide support to the organization outsides of the operating core’s activities.  Ideology: The practices and beliefs that make the organization unique. There...

Words: 1982 - Pages: 8

Premium Essay

Analysis of Barriers When Transforming to a Learning Organization

...very prevalent in the world of management and organizations today. Organizations in the 21st century have little choice but to adapt to the rapid pace of change or face the risk of extinction (Jamali, Khoury and Sahyoun, 2006). With the continuous changes and advancements in technology, the pervasiveness of globalization and uncertainty and volatility within the global markets; it is essential that organizations create structures that are sustainable and successful. Eloquently put by Peter Senge “the basic meaning of a learning organization is an organization that is continually expanding its capacity to create its future” (1990). From the basic definition of a learning organization one is able to understand the overall positive image and outcomes it provides for organizations, however what reduces the amount of learning organizations within society today, are the numerous obstacles and barriers they face. Specifically barriers, barriers to learning occur as the result of managerial efforts to implement this new ideology, which is not accepted or understood by employees or management itself (Steiner, 1998). This report will delve into the barriers organizations face during the transformation process in becoming a learning organization emphasizing: the five learning disciplines, the inconsistency and shortcomings of learning concepts, the lack of effective leadership and resistance to change management strategies within the organization. Peter Senge is an American systems scientist...

Words: 1430 - Pages: 6

Premium Essay

Analysis of Group Behavior in Organizations- Nursing Homes

...regular changes where residents and workers come and go, equipment are modernized frequently; staffs adopt new ways of delivering better care, and new regulations are introduced. Nursing home organization are home-based health care and social services, by formal and informal caregivers using appropriate technology within a balanced and affordable continuum of care (Mitchell, 1989). Thus, to improve the performance of nursing home organization means adapting to changes and learning the new ways of service delivery as a team and as an organization. In response to interest of nursing home in a research focusing on the group behavior of their organization, it is appropriate to develop a survey on patient safety. Patient safety becomes a critical component of home-based health care quality. As nursing home organizations continue to work towards improvement of their services, there is a need to recognize the importance of establishing a safety culture. Achieving the safety culture requires an understanding of the values and what is important to the organization, as well as appropriate attitude and behavior related to patient safety. A safety culture is a product of group values and patterns of behavior determining their commitment to an organization’s management of health and safety. Analysis of group behavior is widely concerned with the behavior of people at the workplace. Group behavior variations frequently changes in the frequency or form of what individual do or what they say...

Words: 2172 - Pages: 9

Free Essay

Discussing the Role of Organization Analysis, Person Analysis, and Task Analysis in Needs Assessment

...Discussing the role of organization analysis, person analysis, and task analysis in Needs Assessment Needs assessment helps determine whether training is necessary. There are often pressure points that may suggest that training is necessary. A needs assessment usually involves organizational analysis, person analysis, and task analysis. Needs assessment answers three questions: Organization – What is the context in which training will occur? Person – Who needs training? Task – What subjects should the training cover? Organizational analysis involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities. The nature of the modern business environment makes training important. Rapid change requires that employees continually learn new skills. Growing reliance on teamwork creates a demand for the ability to solve problems in teams, an ability that often requires formal training. Support of Managers and Peers—the key factors to success are a positive attitude among peers and managers about participation in training activities, willingness to provide information to trainees about how they can apply what they learned, and the availability of opportunities for the trainees to apply what they learned. Person analysis: a process of determining individuals’ needs and readiness for training. It involves answering three questions: Do performance deficiencies...

Words: 474 - Pages: 2

Premium Essay

Human Service Organization and Analysis

...Structures and Processes Summary Team A selected three organizations to analyze and understand their organizational structures and processes, and also to compare and contrast their similarities and differences. The organizations selected include the Red Cross, Arizona Child Protective Services, and Native Connections. Each organization will be examined for their organizational structure and whether the organization is governmental, private, for-profit, or nonprofit. The paper will analyze the departments, divisions, or specific areas of program delivery and how the organization builds community. How building community affects the value of the organization will also be discussed. The organizational culture will be examined and why the culture is important to the organization. The Blake and McCanse’s Leadership Grid and Hersey and Blanchard’s Situational Leadership Model will be related to the each organization’s human relations model. A relevant strategic plan or organizational chart for each organization will be examined and a summary will be given of the differences between the national, state, and county or local human service organizations selected. Organizational Structure Organizational structure defines how the organization is arranged and operates (Lewis, Packard, Lewis, 2007). The Red Cross is structured in a combination of centralized and decentralized forms. The Red Cross is a large, international organization with chapters around the world (“American Red Cross...

Words: 2257 - Pages: 10

Premium Essay

Nonprofit Organization Analysis

...Nonprofit organizations play a vital role in the nation’s economy by creating employment opportunities and providing needed services. Nonprofit mental health agencies work to serve populations within the community of consumers of all walks of life. An integral aspect of the nonprofit agency is that of the human resource department, through which all communication and daily functions are implemented. Human resources ensure that employee matters are accounted for and contractual obligations are adequately implemented. Human Resource Practice It is with the human resource department that the employment process begins for any particular program. Within each program there is a program director, clinical supervisor and staff members. With ABC Mental Health Center, the human resource department is comprised of two individuals, a human resource worker and a human resource assistant to provide support in the daily operations of the agency. It is the job of the lead human resource worker to seek qualified candidates, review credentials, and...

Words: 1243 - Pages: 5

Free Essay

An Analysis of the Impact of the Business Environment on Two Organizations

...Introduction (P1) STO State Trading Organization (STO) was established in early 1960’s. When they first start the organization the only resource available was tuna. At that time the development of the country was slow so there is no banking system, no available funds for major investments and no commercial industries as well. After some days in 1994 a fully-funded business was set-up by the government which is named “Athireemaafannu Trading Agency (ATA)”. Their main aim was to provide essential food items to the nation. 9th June 1979 is the day which ATA became STO with so much improvements. After that they kept growing and growing. Now the organization is a highly appreciated company which almost sells all the items. STO can be considered as the best organization in the retail industry in Maldives. STO is a very huge organizations which all the board of directors are set by the government. This is a partnership business. They have 6 subsidiaries in Maldives. At first this organization was a fully government organization but now this organization is partly government and partly managed by an individual. Their main purpose is to enriching lives through expansion and accessibility. Which means letting people purchase their goods freely and openly. They have a very huge shop in male’. And the customer service of the organization is very good. Which is why most of the people select STO as their best place to buy their goods. The organization give a very special focus on achieving...

Words: 1997 - Pages: 8

Premium Essay

East Baltimore Community Organization Analysis

...Description of the Organization East Baltimore Community Corporation (EBCC) is a not for profit community-based organization and State Certified Minority Business Enterprise located in Baltimore Maryland (East Baltimore Community Corporation, 2018). EBCC’s mission focus on improving the lives of susceptible people who present with multiple concerns and live within the metropolitan area (East Baltimore Community Corporation, 2018). Systems of the Nonprofit and the Characteristics Since 1969, the organization serves as a primary facility to empower various communities and districts, utilizing community residents, professional leadership, and the public and private sector. The organization’s objectives are to augment mental health, health care, and substance abuse treatment to adolescents and families; to include housing support, job coaching and training and employment prospects (East Baltimore Community Corporation, 2018). Remaining true to the fidelity of the organization’s mission, East Baltimore Community Organization has maintained its historic characteristics and has improved the quality of life for many individuals by establishing approximately twenty-six subsidiary programs across the...

Words: 478 - Pages: 2

Premium Essay

Organization Analysis

...Write a 1,400- to 2,100- word paper in which you complete the following: o        State the primary reasons for the organization’s existence from an analysis of the mission, vision, values, and goals.  Jacob   o        Analyze the reason for the type of organizational structure employed by the organization, and identify the key positions that support that organizational structure.   o        Identify and explain the steps of the collaboration process among the functional areas that needs to be employed to achieve organizational goals, and prepare an action plan to implement the collaboration process.   o        Identify and provide an example of the use of lateral collaboration and vertical collaboration within the organization, and prepare an action plan to use lateral and vertical collaboration.  Nick   o        Identify the key stakeholders and their roles needed to achieve the organizational goals, and recommend the collaborative interactions among the key stakeholders to facilitate the organization’s success. Organization Analysis Kudler Fine Foods was founded by Kathy Kudler. She was an executive living a fast paced life which required extensive travel and put her under a lot of stress, which had finally started to take its toll. Kathy enjoyed cooking gourmet meals to ease the stress of her busy lifestyle; the idea for Kudler Fine Foods grew from this passion. When shopping...

Words: 1265 - Pages: 6

Free Essay

Organization Analysis

...POSSRATIONALITY Water is essential in our everyday life. It is a necessity which must be supplied to each one accordingly. Manila Water Company Incorporation is one of the suppliers of water in Metro Manila being such; it is relevant to study, furthermore to analyze the process on how the company renders service to its customers. VISION/PHILOSOPHY * The entire organization is dedicated to observing the highest standards of corporate governance in order to serve the best interests of the investing public. The board of directors, management, employees and shareholders of Manila Water believe that sound and effective leadership is fundamental to the company’s continued success and stability. These principles and practices enable the company to create and sustain increased value for all its shareholders. * To become a leader in the provision of water, wastewater, and other environmental services which will empower people, protect the environment, and enhance sustainable development. CORE VALUES These include Integrity of the person, dignity of work, pride in excellence, concern for others and commitment to national development. * Integrity and Primacy of Persons We are a company of professionals whose unique roles and individual contributions towards corporate goals provide us with concrete opportunities to develop character and purpose in personal lives. * Dignity of Work Our Company engenders in us a sense of pride and satisfaction in the fruits...

Words: 3294 - Pages: 14

Premium Essay

Organization Analysis

...Tyco-ADT is a worldwide supplier of electronic security/fire alarm, communication and building management systems. Tyco-ADT has branch offices in 50 different countries, with over 62,000 permanent employees worldwide and another 32,000 contractors. That number is expected to Grow as Tyco ADT is currently in the middle of a breaking itself down into three different companies (Tyco Integrated Systems, ADT LLC, and Tyco Fire and Security) in an attempt to earn more value. They have recently bout out its main competitor Brinks Home Securities who were operating under the name of Broadview to make this split more successful in terms of providing customers with the products and service they have come to expect from Tyco-ADT. Tyco-ADT has numerous human resources challenges that they are now currently facing and will continue to deal with in the future. The fist being of those challenges deals with the current split in to three companies. Human Resource managers have to work effectively with directors and managers to place people in equally balanced work teams as to ensure that the duties are being met and that the teams put together have a vast range of diversity as to not single out any one group of people (Matthews, 1998). They will also need to handle the stress of employees due to the uncertainty of what will happen with the new team members, and how that plays into the stability of their careers (Matthews, 1998). Tyco ADT human resources managers, especially during the split...

Words: 1279 - Pages: 6

Premium Essay

Organization Analysis

...factory" BBC, Tuesday, 22 April 2008 <> * P&G. "2011 Annual Report." P&G. N.p., n.d. Web. 15 Oct. 2012. <>. * P&G. "Purpose & People." P& N.p., n.d. Web. 16 Oct. 2012. <>. * P&G. "2012 Annual Report." P& N.p., n.d. Web. 15 Oct. 2012. <>. * Richardson, Tim. "Mission Statements." N.p., n.d. Web. 15 Oct. 2012. <>. * TERIF Analysis for...

Words: 588 - Pages: 3

Free Essay

Analysis of Personal and Organizational Ethics and Values Between for-Profit and Not-for-Profit Organizations

...Analysis of Personal and Organizational Ethics and Values between For-Profit and Not-for-Profit Organizations Monte Mutu PHI 445 – Personal & Organizational Ethics J. R. Ewing July 21, 2003 Our personal needs are meet by our human desires to generate a profit or seek assistance in managing profit. Even though both the Not-for-Profit and For-Profit organizations benefit our social economy by providing financial assistance to various social classes, both types of profit organizations must continue to uphold and maintain their values and standards at the highest level possible. Both profit organizations also have a responsibility to its customer base to live up to their actions simply by recognizing their purpose, owning up to their faults and conducting business in a professional and ethical manner. Lets take a look at the two types of profit organizations, the Navy and Marine Corps Relief Society and the Pepsi-Cola Company Inc. The Navy and Marine Corps Relief society is a non-profit organization headquartered in Arlington, Virginia. The Navy and Marine Corps Relief Society has approximately eighty-five branch offices located throughout the United States and eleven countries worldwide with a staff of 169 personnel, over 3,700 volunteers and over 50 nurses combined working diligently to provide assistance at moments notice. The Navy and Marine Corps Relief Society provides financial assistance and education to service members of the United States Navy, the Marine...

Words: 3504 - Pages: 15

Premium Essay

Culture Analysis of an Organization

...AN ANALYSIS OF THE CULTURE OF AN ORGANIZATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date Contents 1.0 Background to the Organization...........................................................................................4 2.0 Theoretical Framework.........................................................................................................5 3.0 Discussion of Central Topic..................................................................................................8 4.0 Conclusions and Recommendations.....................................................................................13 References..................................................................................................................................14 List of Figures Fig: 2.0 Diagrammatic representations of Hofstede’s cultural dimensions...............................7 AN ANALYSIS OF THE CULTURE OF AN ORGANIZATION 1.0 Background to the Organization Organization culture is a predominant aspect of an organization’s internal environment Azhar (2003). Culture, to some extent, influences performance and efficiency in an organization Rousseau (2000). Every organization has its unique culture that differs from that of other corporate Schein (2004). For purposes of this report I chose IKEA group, I will conduct an in-depth analysis of its culture using the appropriate...

Words: 2964 - Pages: 12