organisational culture is the pattern of assumptions, vaules and norms shared by organisational members. The culture of an organisation can affect the operations of a company and how successful it is. Organisational culture contains four basic elements; basic assumptions which are un-said but happen, shared values which show what is important in the company, norms which the employee should follow and artefacts which show the culture of the organisation.
An example of organisational culture in Alphabet Games is the shared value of trying to make their games as up-to-date as possible. They want to be able to compete with rival companies and continue to improve on all aspects of gameplay. This helps them to succeed and meet the demands of gameplayers.
Alphabet Games has the basic assumption of they want to survive. As a small company they continue to grow and expand, keeping up with bigger corporate brands. They want to obtain possible benefits and stay on the market as long as they can. The quality of their products have helped the business to grow and be successful through difficult times.
Using the Deal and Kennedy model, which has four cultural classifications; tough guy, work hard and play hard, bet the organisation and process, Alphabet Games fits into more than one classification.
The Essay on Harley Davidson Company Market Share
Harley-Davidson is a company that began in a shed almost 100 years ago. In the beginning, Harley-Davidson supplied motorcycles for the military, and now they are the most prestigious heavyweight motorcycle corporation in the United States. In addition to designing, manufacturing and selling heavyweight touring, custom, and performance motorcycles, Harley-Davidson also has a product line of ...
Alphabet Games can be seen to be in the “work hard and play hard” classification. This culture had a quick feedback/reward system and takes few risks. They value their customers and always want to meet the needs and wants of the consumer – the focus is one the customer in Alphabet Games, meeting the customers’ expectations. The focus in Alphabet Games is on the team instead of the individual. Any stress which may arise is more likely to come from the amount of work rather than being uncertain – the game developers at AG are trained in what they do and are unlikely to be unsure about what they are doing unless it is through miscommunication. However, aslong as the employee can keep up, the work will get done.
Using Handy’s “how to describe your organisation” model, we could imagine if Alphabet Games worked on a Person Culture approach. In this approach, the individual is at the central point, meaning that all the focus is on the worker, this would move away from the consumer-based focus Alphabet Games currently works with. This could prevent them from moving forward, possibly falling behind with technological advancements and losing their reputation. On this approach there is no structure and no shared goal. Alphabet Games works together with a common goal of delivering to the customer, which they are well known for. Straying away from this will damage the reputation of the company, lose them money/profits and potentially end in the fall of Alphabet Games.
Organisational culture and organisational behaviour are two separate concepts but are related to each other by the means of the way they work together. It is the shared values that help to shape the activities of the organisation is known as organisational culture. The way employees in the organisation behave has a consequence on the organisational culture, this is known as organisational behaviour. Both are crucial in the way the company works because they control if the organisation is successful or not.
The Term Paper on Organisational Culture Jc Penney
Do you think JC Penney was justified in appointing Mike Ullman, an outsider, as CEO instead of Vanessa Castagna, considering that Castagna was instrumental in turning around JC Penney in the early 2000s? Soon afterwards, Castagna left the company. What are the pros and cons of “bringing in an outsider” and promoting from within”? Discuss too the impact of such decisions on the morale of the ...
Again, using Deal and Hardy’s model of organisational culture, we can see way in which the “Work hard, Play hard” concept can effect Alphabet Games. Everyone is encouraged to be a team player, the behaviour of the employees in Alphabet Games would be different under a workplace that used an approach that the individual was valued. The team players will be more united that those who achieve individually. This is due to individuals competing against each other, rather than uniting as a unit to achieve objectives.
