BMGT364 Management and Organization Theory

Introduction

Organizational culture happens to be those values, expectations and practices which forms the guide to decide the action of the team and its members. It is mostly the collection of traits that shows what kind of traits does the organization have (Chatman & O’Reilly, 2016). It is the mission, vision, objectives, expectations and values that helps the employees of the organization so that they can guide themselves while working. The organizations that have an organizational culture have been found to be more successful compared to the ones which do not have any kind of culture, because the organizations that have a organizational culture have a perfect system in place and that helps the organization to promote and improve employee performance, productivity and engagement. The culture of the organization helps the recruiters to bring in the best talent for themselves and that helps the organization to move towards the greater glory of itself in front of the market. The new recruits also feel an attachment and that helps them to bond themselves with the employees very easily and work towards increasing the success of the organization in the long run. Therefore, it has been said always that the success of the organization is always based on the culture of the organization.

Organizational Culture

There are seven dimensions that are the main parts of the concept of organizational culture are as follows:

• Innovation and risk-taking: the organizations that have a culture of innovation tend to promote innovation and supports the employees and their innovations (Warrick, 2017). The organizations supporting the concept of innovation helps the organization to have a wide range of products with a great deal of innovation which ultimately helps the organization to succeed in the long run.
• Attention to detail: the organizations who give an eye to detailing helps the organizations to be more customer-friendly with a strong customer base, because the precision helps the organizations to have a strong customer base (Driskill, 2018). The attention to detail also helps the organization to achieve the objectives of the organization in the nest way possible.
• Outcome orientation: the organization is only focussed about the results and that helps the organization to achieve its success in the long run (Chang & Lin, 2015). The organization, in this way helps itself to attain the success in the market in the long run.  
• People orientation: the people-oriented organizations are those that care for the organization and the employees who work for these organizations can expect themselves to be taken care of, by the organization. It is always said that when the organizations take care of the employees, the employees feel secured and also give back the respect to the organization.    
• Team orientation: team-oriented organizations always work in a team and the team members help each other because that helps the organization to grow in itself. The teams help the organization to succeed in the long run because the teams work unitedly towards achieving a common goal.
• Aggressiveness: the employees of those organizations are found to be more successful when the employees are found to be aggressive and not easy-going. The organization, in this way, helps themselves to be the best in the business in the long run.   
• Stability: when the organization is found to be stable, the employees also feel secured and know whom to report, who is in charge and other bureaucracy levels. The organizations when work in a stable system, helps the organization to succeed in the long run.
  
  

The organizational culture of Zendesk has been found to be according to the seven dimensions of organization culture and that is what has made the organization to what it is today. The organization Zendesk has been said to be people and team-oriented corporation and that has helped the organization to uplift itself in the long run. The organization has always valued its employees and that is the basic reason why the employees have valued the organization to the end. The employees have always been taken care of, by the organization and that is what the culture of the organization is and what the organization follows in the long run. The organization is also a team-oriented organization and the teams help each other and work towards the organizational success (Naranjo-Valencia, Jiménez-Jiménez, & Sanz-Valle, 2019). The teams have been self-sufficient and have always come to help each other which has helped the teams to succeed, thus helping the organization to achieve its success in the long run.

Spotify has been an organization which has always been employee-friendly, or according to the seven dimensions of organizational culture, has been found to be people oriented. Spotify ahs always taken care of their employees as they have always believed that the employees are the strength of the organization and the employees should be taken care of, so that the employees feel that they are cared for, by the organization (Spotify Model & Culture - a true story?, 2019). The organization have always been responsible for the employees and mostly, the organization has been found to be people-oriented as well as team-oriented where the teams have always helped each other out. The organization has followed the other five dimensions of organizational culture, and that is the reason why the organization has been found to be successful in the long run. The organization has been favouring innovation and that is why the organization has been able to reach out to the people in order to be successful in the long run (Nikpour, 2017). The organization has been able to be aggressive in marketing their product or the service that they are offering, by understanding the needs that the consumer is looking for and since the competitors of Spotify are big names in the market, it will be difficult unless the organization uses the dimensions of the organization culture in the long run.

Competitive Advantage

Spotify has been facing a huge competition in the market due to the presence of applications and brands like Apple, Amazon Music and the brands that are using music as their service (Spotify Model & Culture - a true story?, 2019). Therefore, it has been difficult for Spotify to make its place in the market, but it has used its organization culture in the best way possible in order to secure a position in the international market (Spotify Model & Culture - a true story?, 2019). The organization has a diversity in its culture and the variations of culture in the organization. The organization has used the variation of culture in the best way in order to attract consumers from all over the world and that has helped the organization to achieve its objectives in the long run. The work culture at Spotify has always favoured the diversity in its culture and that has helped the organization to achieve its objectives in the market by attracting the consumers of all diversities and cultures (Tan, 2019). The work environment has helped in dealing with the challenges at the workplace and that has helped the organization to achieve a competitive advantage over the other brands all over the world. The innovative culture of the organization helps the organization to achieve its objectives and the organization has always used innovation when reaching out to the consumers in the long run.

Organizational Structure

The structural characteristics, as mentioned in the video, can be understood to be N-form of organizational structure which can be understood by the concept that there is always a sharing and integration of knowledge in order to make the organization the best in the business (Strati, 2017). The organization has been moving towards success by sharing and combining knowledge and as the organization follows the concept of diversity, the diversity has always helped the organization to achieve the success against the brands that are present in the market, like Apple Music, Amazon Music and the brands like them. The employees of the organization are grouped into squads who are further grouped into tribes and that facilitates the sharing of knowledge among the groups. The sharing of knowledge helps the organization to gain insights into various kinds of new ideas and innovations and that helps the organization to achieve the market by reaching out to the people across the world and the diversified culture in the organization helps in the endeavour (Felipe, Roldán & Leal-Rodríguez, 2017). The organization also values its employees to a great extent, so as to follow the concept of people-oriented and that has helped the organization to achieve its success in the market (Spotify Model & Culture - a true story?, 2019). The managers and leaders of the organization are also very much involved in the process of transfer of knowledge and that again is an added push to the organization because the team-building exercises, the grouping up of the team members into squads and tribes helps the teams to strengthen itself in achieving the goals of the organization. The organization, in this way, moves towards success. The organization also supports innovation and has always favoured innovation as that has brought in new ideas and has been able to pave the way for the success of the organization (Tan, 2019). The organizational structure helps the employees of the organization to achieve the system of collaboration among themselves and that again builds the organization in the long run, The system of collaboration helps the organization to achieve its objectives of being a global brand and the groupings use the resources and capabilities and that in turn, helps the organization to achieve its competitive advantage. The organizational culture therefore, this way, helps the organization to achieve the competitive advantage and that way, the organization attains its success in the long run, with the major competitors in the market and still being able to survive itself in the market and the diversity helps the organization by facilitating the culture of the organization and thereby, the competitive advantage.     

Conclusion

The organizational culture in any organization helps the employees to achieve its objectives and that helps the organization to achieve its success in the long run. The organization that follows the seven dimensions of organizational culture helps the organization to achieve the success that it has planned to achieve in the long run. The organizations who have followed the seven dimensions of organizational culture have attained competitive advantage over the other organizations in the market and that helps the organizations to continue sustaining in the market, amidst all challenges due to the employees who are supporting the organization in sustaining the competition.

References

Chang, C. L. H., & Lin, T. C. (2015). The role of organizational culture in the knowledge management process. Journal of Knowledge management.

Chatman, J. A., & O’Reilly, C. A. (2016). Paradigm lost: Reinvigorating the study of organizational culture. Research in Organizational Behavior, 36, 199-224  

Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook. Routledge.

Felipe, C. M., Roldán, J. L., & Leal-Rodríguez, A. L. (2017). Impact of organizational culture values on organizational agility. Sustainability, 9(12), 2354.

Naranjo-Valencia, J. C., Jiménez-Jiménez, D., & Sanz-Valle, R. (2019). Organizational culture effect on innovative orientation. Management Decision, 49(1), 55-72.

Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment. International Journal of Organizational Leadership, 6, 65-72.

QAgile Quality in Agile. (2019). Spotify Model & Culture - a true story? [VIDEO].               

Strati, A. (2017). Organizational culture. In Concise Encyclopaedia of Participation and Co-Management (pp. 578-584). de Gruyter.

Tan, B. S. (2019). In search of the link between organizational culture and performance. Leadership & Organization Development Journal..

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.

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