Hand-written notes are an example of enacted values core values espoused values observable artifacts basic assumptions The study of organizing, the second of the four functions in the management process, begins with the study of organizational culture and structure, which managers must determine so as to implement a particular strategy. Organizational culture consists of the set of shared, taken for granted, implicit assumptions that a group holds in the workplace. Organizational structure describes who reports to whom and who does what. Read the case below and answer the questions that follow. In the past, prospective employees were attracted to companies because of prestige, a sense of security (monetary or otherwise), and a chance for mobility within the company. While these aspects of a company are still points of interest to employees, new features have to be considered as well. As Millennials enter the workforce, companies are finding that flexibility and open communication are important to keep this group of influential workers satisfied. While the media has painted the picture that new companies controlled by Millennials are ones with trifling benefits, such as video games in the break room, beanbag chairs in the office, and lax dress codes, these features may be a result of the company, rather than the culture, and that is a good thing. With the development of new and innovative companies that operate on digital platforms, it makes sense that corporate culture is drastically different than companies in the past. For example, lets take a look at Twitter. By examining Twitters company platform, it is clear that the company values communication. Twitters users voice their opinions freely and often passionately, so why shouldnt Twitters employees do the same? Twitter encourages open communication between employees by holding team meetings on the roof. These roof meetings allow employees to relax and speak to each other as equals. In addition, Twitter takes the
Hand-written notes are an example of enacted values core values espous
Hand-written notes are an example of enacted values core values espoused values observable artifacts basic assumptions The study of organizing, the second of the four functions in the management process, begins with the study of organizational culture and structure, which managers must determine so as to implement a particular strategy. Organizational culture consists of the set of shared, taken for granted, implicit assumptions that a group holds in the workplace. Organizational structure describes who reports to whom and who does what. Read the case below and answer the questions that follow. In the past, prospective employees were attracted to companies because of prestige, a sense of security (monetary or otherwise), and a chance for mobility within the company. While these aspects of a company are still points of interest to employees, new features have to be considered as well. As Millennials enter the workforce, companies are finding that flexibility and open communication are important to keep this group of influential workers satisfied. While the media has painted the picture that new companies controlled by Millennials are ones with trifling benefits, such as video games in the break room, beanbag chairs in the office, and lax dress codes, these features may be a result of the company, rather than the culture, and that is a good thing. With the development of new and innovative companies that operate on digital platforms, it makes sense that corporate culture is drastically different than companies in the past. For example, lets take a look at Twitter. By examining Twitters company platform, it is clear that the company values communication. Twitters users voice their opinions freely and often passionately, so why shouldnt Twitters employees do the same? Twitter encourages open communication between employees by holding team meetings on the roof. These roof meetings allow employees to relax and speak to each other as equals. In addition, Twitter takes the
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