CASE STUDY 1- SURVIVING GREENSCAPE’S HARD TIMES
LO1-UNDERSTANDING THE RELATIONSHIP BETWEEN
ORGANIZATION’S STRUCTURE AND CULTURE
Organization can be defined as a collection of people who perform tasks, whether in groups or individually, but in a coordinated and controlled way by acting in a particular context or environment in order to achieve a pre-determined goal; it must be receptive to collaboration and participation of every member of staff and be committed to the changes that come out.
This coordination and control is usually effected by a leader, someone capable to influence others to achieve their targets by stipulating rules and giving them enough motivation to ...view middle of the document...
They have character, personality, positive and limiting beliefs, values, beneficial features and points to be developed. Companies are organic systems that as human beings can have perfect health or minor illnesses, chronic or terminal. And how to diagnose the health of a company and give it the correct treatment depends on knowing how to limit values by looking at an existing organizational culture.
People depend on the culture, since it gives them the stability, safety, understanding and ability to respond to a given situation.
Empirically, what a leader wants is to create a culture in an organization. It is known that sometimes different types of culture can be found in a single company. But it is also known, for example, that the motivations at the top of the hierarchy are often very different from those that exist at lower levels, where what motivates people is doing a job they believe in.
So, what is needed is to create a continuous flow of creativity within the employees of the organization and to produce innovations.
There are different types of organizational culture:
Role Cultures: This type of culture can be found in organizations where every single member of staff knows exactly what needs to be done and which way to go to achieve the objectives; A type of culture focused on an internal organization, with hierarchical levels. Procedures, rules, tasks and functions in general are relatively stable and integrated. Leaders have the role of coordinating, monitoring and organizational. A culture-of-function where you do what you have to do, neither more nor less. It is great when you can assume that tomorrow will be the same as yesterday.
Task Cultures: This culture has characteristics of flexibility. The focus, as well as the hierarchy, is built. In this type of culture it is assumed that the best way of getting to results is through work teams. The organization concerns about the development of an human environment and the task of leadership is to facilitate the participation, commitment and loyalty.
Power Cultures: This sort of power culture may exist in a small business or part of a larger business. One or more elements of the organization have the power in taking decisions. This type of culture can be demotivating for the rest of the workers as they may feel that although their potential, the decisions to be taken do not pass through them. The main point is “Simply carry the orders”.
Person Cultures: In this type of culture loyalty between employees is the main key. The generation of ideas is highly valued, and the organization is for people (employees), and not otherwise.
At Greenscape, there is a friendly, informal and open relationship between the twenty employees who work full time, spread into 6/8 crews. They operate as a group with only one purpose. As mentioned above, when talking about organizational culture, it is known that sometimes can be found more than one type of culture in a company. In this case...