Organizational cultures can vary a lot from a company to another. As we have seen in class, they are influenced by many different factors like the cultural-background of the employees, the country in which the company is implanted in, the size of the company, the industry etc
This amount of factors makes it rare for companies to have exactly the same corporate cultures. They become more complex and more distinctive from each other.
In the last decades, corporate cultures have evolved a lot. As Eric Van de Steen states in his paper On the Origin and Evolution of Corporate Culture, it went from small family owned businesses to huge international organization implanted all around the world. Today, companies often deal with workers, clients, suppliers and partners from many different cultural backgrounds. They are more open to the international market and therefore have to adopt new corporate cultures in order to find a way to successfully manage a multicultural company.
[...] These results depend on the nature of the work. He concluded that if a work is intellectual and necessitates creativity it is better to give more liberty to the employee in order to be more productive. On the other hand if the work is mechanical, a carrot-and-stick motivation strategy is enough. We can of course find this strategy at Google, where the employees have 20% of free time to develop their own projects. This motivates the employees to be more creative and find good ideas to present to the company. [...]
[...] Organizational cultures can vary a lot from a company to another. As we have seen in class, they are influenced by many different factors like the cultural-background of the employees, the country in which the company is implanted in, the size of the company, the industry etc This amount of factors makes it rare for companies to have exactly the same corporate cultures. They become more complex and more distinctive from each other. In the last decades, corporate cultures have evolved a lot. [...]
[...] As the famous American author Daniel Pink states in his videos and articles on motivation, the carrot-and-stick notion of motivation is not always the best idea for a company to be more productive. He says that many researchers like Dan Arielly in his book Predictably Irrational and companies like Google and Atlassian have proven that giving more autonomy to employees result in a significant rise of productivity. But this organizational culture my not be adapted to every companies in all sectors. In stricter and more organized corporate cultures, changes are more difficult because employees have clearer working missions. [...]
[...] It just depends on which organizational culture it is. There are today many different types of corporate cultures all over the world. They are influenced by a wide variety of factors like the industry, the country, the nationality of the employees, etc Some corporate cultures can be more flexible than others and therefore are more prepared for changes. Some companies are stricter and give less freedom to its employees. Their organizational structure and design is more rigid and decision-making is done from top to bottom. [...]
[...] The adaptation was really fast and the development of the project worked very well. A week later, I went back to the work I was doing before without any difficulty. The corporate culture of ELTEG was very open which gave it more flexibility and promoted changes. Organizational Design Can an organizational structure be too flat? Do you think all organizations should be flat? Why do you think some organizations are more complex? Support your argument with research from the experts. A flat organizational structure can have some good aspect for a company. [...]
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