Changing Organizational Culture Reframing †MyAssignmenthelp.com

Question: Discuss about the Changing Organizational Culture Reframing. Answer: Introduction: The speech of Pankaj Ghemawat has changed the view of the people about globalization. It was not meant by Ghemawat to become an evangelist for the particular way of thinking as he does regarding the notion of globalization. He stated that the people of the nation are far behind the full integration. He suggests that the integration and the communication of the people need to be integrated. Globalization does not only mean to be the advancement of the society by the technological improvement, but also the connection of the ideas of the different people across the nation, as the world is not flat (www.ted.com 2017). The globalization has reached its peak with the course of time. Apart from the beneficial aspect of the globalization, it has already started affecting the civilization with its rapid growth. People are found to have the fear regarding the globalization such as job insecurities, monitory crisis and so on. The globalization on the technological aspect is the deepest fear that is darkening the future of the humans. To eliminate the fears regarding globalization the some rules and regulations can be implemented and the government take some serious and rigid action to make the fear disappear from the mind of the people. Building a culture-based company entails the ability of an organization to make a strong connection between the organization and the employees within the same. The culture-based company does not only mean the maintenance of the organizational culture, but also the maintenance of the entrepreneurial culture within the organization (www.youtube.com 2017). In other way, the building of culture-based company explains the integration of the experience, beliefs, knowledge, spatial relation, roles and the other determinates of an individual person with the other employees in the organization. A culture-based company denotes the effective and fine collaboration of all the employees of an organization, which further determines the satisfaction of the customers of the company (www.youtube.com 2017). The building of the culture-based company is based on the vision and mission of the business personnel. In addition, the implementation of the building a company enriched with culture is depended o n the Human Resources management department, which further includes the proper handling of the workplace environment in order to ensure the value proposition of the company and prevent the high turnover and conflicts. A culture based company also ensures the proper balance in the workplace among the employees and participation of them from every level. Yves Morieux opines that structure follows strategy. The reason behind this is the constructing of concrete plans before starting the allocated tasks. Herein, the statement attains the positive connotation. The word not in the proposed statement gets nullified. Structure is needed in terms of doung the tasks in an efficient manner. On the contrary, the statement can be considered from the reverse, which makes the statement, Strategy follows structure (Youtube.com 2017). According to this statement, adopting a strategic vision towards the allocated tasks helps the persons to seek for effective ways and means to make noticeable advances with the proposed plans. Interplay with the position of strategy and structure adds value to the word of mouth in case of Yves Morieux in terms of the handling the business complications. Provision of insight into the Smart Simplicity reflects his approach towards the solving the issues smoothly. His insight into Smart Simplicity is an appeal for the pe ople to be smart by solving the issues in a simple manner. Taking the help from BCG group has assisted Yves to provide a practical example to the public regarding the exposure of partnership working within a chaotic ambience (Youtube.com 2017). Delving deep into the issue, strategizing the proposed plans smoothens the act of achieving effective solutions for the workplace problems. Holacracy is one of the means of management, where the authority is missing and the decision making is a shared task. Self-organizing teams are entrusted with the responsibility to undertake the decisions, which would be beneficial for solving the major issues, which the companies and organizations are undergoing. Bureaucracy and team based structure is an example of the autocracy management styles, whereas holacracy can be considered as an example of the participative management style, where the managers, employees and employers participate in meetings for taking the organizational decisions (Vox.com(2017). Abolishing bosses deprives Zappos of order and harmony, which nullifies the integrated hierarchy. Herein, the aspect of organizational design gets shattered. In such a situation, thinking of something innovative is the only respite in terms of restoring the organizational structure. Involving the employees and the other staffs within the meetings and conferences would increase cu ltural diversity within the workplace. In the absence of the managers, the assistant managers need to take the responsibility to maintain the order and harmony. Application of rational thinking in this direction would add value to the roles and responsibility of the managerial personnel (Vox.com 2017). Holacracy is an innovative development adapted to help silicon valley to flourish, this is the development adapted by the CEO of renowned organization that makes them abandon their position and help the employees with the opportunity to use their ideas in term of the business development. Zappos is one of the company that has originality in their strategy, determination and a very well processed execution facility. This company is bursting their personality and it wants to pay the new employees so that they can able to get the work done of interacting with the customers, managing their products. The new employees are told to get the full salary within the time span of their training as the training is required to get the new employees adapted to the culture (Eremina and Puhakka 2017). The CEO of Zappos have initiated the quit now bonus to the employees and thus it has become difficult for the company to maintain the same standard of organizational culture. Herein, the aspect of organizational design gets shattered. Application of rational thinking in this process would add value to the roles and responsibility of the managerial personnel. In this kind of sitiuation, thinking of something innovative is the only respite in terms of restoring the organizational structure . Involving the employees and the other staffs within the meetings and conferences would increase cultural diversity within the workplace (Burke 2016). The culture-based company does not only mean the maintenance of the organizational culture, but also the maintenance of the entrepreneurial culture within the organization. A culture-based company denotes the effective and fine collaboration of all the employees of an organization, which further determines the satisfaction of the customers of the company (www.youtube.com 2017). A culture based company also ensures the proper balance in the workplace among the employees and participation of them from every level. The building of a culture-based company initiates the ability of an organization to start a strong connection between the organization and the employees within the same. The culture-based company does not only mean the maintenance of the organizational culture, but also the maintenance of the entrepreneurial culture within th e organization. The building of the culture-based company is based on the vision and mission of the business personnel. In addition, the implementation of the building a culture within the company is depended on the Human Resources department, which further includes the proper handling of the workplace environment as well as managing of the employees in order to ensure the value proposition of the company and prevent the high turnover and conflicts. Holacracy is not alike the normal structure of any organization and different from the culture, which is to allocating of work to the employees and guiding them in their work. In this process the employees get a chance to use their own ideas for improving the conditions of the business organization (Bernstein et al. 2016). Holacracy provides the organization with the authority to work in their individual way though maintaining the decorum of the organization. In Holacracy, the employees do not have to work in an undefined manner and this process takes care that the employees get the proper accountability. Holacracy is not the same as bureaucracy as bureaucracy offers the employees a very organized work within the organization and the authority is with the top most people (Bernstein et al. 2016). However, in Holacracy the role of the CEO or the management reduces and the responsibility of the employees are highlighted. This can be said also as a process to check the responsible attitu de of the employees to the organization. Zappos has recently adapted the process of Holacracy in their organization as this company has already lived a long life and if they do not attempt to bring change, the company will suffer closing. Holacracy has highlighted that the controlling process of any organization often turns to be the problem of adapting innovation within the organization. Holacracy is a process that highlights the best aspects of the employees. Due to Holacracy, this company will be able to utilize the knowledge and skill that the old employees of zappos have in them (Burke 2016). . Self-organizing teams are entrusted with the responsibility to undertake the decisions, which would be beneficial for solving the major issues, which the companies and organizations are undergoing. Bureaucracy and team based structure is an example of the autocracy management styles, whereas holacracy can be considered as an example of the participative management style, where the manage rs, employees and employers participate in meetings for taking the organizational decisions. Holacracy does not allow the CEO to interfere in the process of the management of the employees but they can only question the term when they have a proper reason behind it and are able to show that the organization will face trouble by the process (Bernstein et al. 2016). Holacracy does not avoid the recommendation of better ideas. Holacracy is an innovative approach made by zappos and this will initiate a new framework of organizational culture within the organization. Conclusion: It can be concluded from the above that organizational culture is a very necessary process of every organization and without this organization will not be able to maintain the decorum. On the other hand Holacracy is marked as a new and innovative process to mark and develop responsibility among the employees and adapt their ideas to initiate a change in the organizational structure. References: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.Organizational culture. Sage. Bernstein, E., Bunch, J., Canner, N. and Lee, M., 2016. Beyond the holacracy hype.Harvard Business Review,94(7/8), pp.38-49. Bolman, L.G. and Deal, T.E., 2017.Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Burke, J.R., 2016. Zappos Company Profile. Eremina, A. and Puhakka, V., 2017. Comparison of organizational structurescase Zappos.International Business Management.