4 Responses to Original Question

DISCUSSION 1

RESPONSE 1:

Organizational Culture is “a system of shared assumptions, values and beliefs that show people what is appropriate and inappropriate behavior” (Carpenter, Bauer & Erdogan, n.d). Organizational culture is important because it increases performance (Carpenter, Bauer & Erdogan, n.d ).GDD’s philosophy for the next two years is to increase innovation and competitive edge ideas and to be focused on the customers (Global Delivery Direct, Inc., n,d). GDD is introducing collaborative decision making where the divisions come together in order to increase communication (Global Delivery Direct, Inc., n.d). In order to have a strong organization culture, an organization must communicate with everyone in order for all to share the same morals and principles (Lefifi, 2015). When an organization and its employees share a common culture, it “makes it easier to share common goals and to follow procedures in achieving them (Lefifi, 2015). GDD can further communicate with their customers by implementing a brief survey at their customer innovation workshops requesting customers’ feedback and asking for their input in new innovations and competitive edge ideas.

The type of organizational structure is also important to achieve the goals of the organization (Lefifi, 2015). By bringing the divisions closer together through shared resources and communication, GDD has adapted an informal organization structure where the focus is on how the employees interact with each other rather than how they relate to each other (Lefifi, 2015). GDD “encourages the exchange of ideas” within the employees (Global Delivery Direct, n.d). Organizational structure “does not only lead to increased organizational capabilities” but also increases performance (Lefifi, 2015). GDD can increase employee input by having the leaders act as coaches. Acting as coaches will allow them to build one-on-one relationships in order to improve the employees’ abilities, maximize their strength and work better with others (Mollica, n.d). Training, mentoring and feedback can also increase their employees’ ability to serve their client’s 24/7 (Mollica, n.d).

References

Carpenter, M., Bauer, T., Erdogan, B. (n.d). Principles of Management. Flat World Knowledge. Retrieved from http://catalog.flatworldknowledge.com/bookhub/5?e=carpenter-ch08_s01

Global Delivery Direct, Inc. n.d. UMUC. Retrieved from https://learn.umuc.edu/content/enforced/200244-001034-01-2172-OL1-6384/BMGT%20365%20Global%20Delivery%20Direct%20-%20Company%20Profile.pdf?_&d2lSessionVal=ONuuhjRAhGFsSt62g6olehI5x

Lefifi, K. 2015. The relationship between Organizational Culture, Structure and Performance. Linkedin. Retrieved from https://www.linkedin.com/pulse/relationship-between-organizational-culture-structure-kabelo

Mollica, K. n.d. Organizational Change: What Effective Leaders Do. The Centre Group. Retrieved from http://www.thecentregroup.com/organization-change-what-effective-leaders-do/

RESPONSE 2:

• In order for GDD to work towards a change in business strategy that will allow for the success of GDD to grow over the next two years, they will need leaders who can create a strong culture within the organization. According to Kabul Lefifi (2015), if an organization and all of those involved share common goals and plans then they share the same culture together. This shared culture allows for everyone to be a part of the organization as a whole. According to David Brubaker (2011), an organization’s culture determines the behavior within the organization. This behavior that Dr. Brubaker is referring to, is the organization working together to build a working environment, one where everyone can work together through innovation and collaborative thinking. Innovation comes from the whole organization, with many different levels of input. This innovation and a good organizational culture would create a good working environment within GDD. Which would allow for GDD to maintain serving their client’s as well as develop new ways for them to create and meet their goals of sustainability with both profit and planet.
  References:
  Brubaker, D. (2011, June 13). Strategy, structure, and culture: Aligning our organizational systems. Retrieved from http://emu.edu/now/peacebuilder/2011/06/strategy-structure-and-culture-aligning-organizational-systems/
  K. Lefifi (2015, May 11). The relationship between organizational culture, structure and performance. [Web log comment]. Retrieved from https://www.linkedin.com/pulse/relationship-between-organizational-culture-structure-kabelo