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Organizational Culture

Institution Affiliation



Organizational culture refers to the shared beliefs and values that employees are supposed to adhere to in an organization. In most cases, the leaders normally establish this and communicate to the rest of the employees. Organizational culture differs from one institution to the other. According to ACAI, it is rare for companies to share similar traits from cultural types. However, some of the departments may have the same traits.

First Employee

One of the employees that I interviewed works in the food and beverage industry in a coffee house as a waiter. She has been working in the company for more than five years, and she claimed to liked it. She stated that she wishes she could work there a couple of more years because it is a place that she felt comfortable in, and the work environment was great.

Type of organizational culture

From the employee, the type of organizational culture in which the employee works is a hierarchy culture. This is whereby the culture is based on control and structure. The work environment is normally formal, and there are strict institutional procedures that have been put in place to guide the employees. In the employees’ organization, there is organizes coordination as well as monitoring. Culture normally emphasizes efficiency. Consistency, as well as uniformity, are some of the main values (Warrick, 2017). Been a coffee house, the employees are supposed to do the best to ensure that the customer is satisfied. The company has supervisors who to the line managers and answer the overall organizational manager. Critical decisions are normally made from above, and they are escalated down. She noted that whenever any of them has a challenge, they are supposed to raise the to their immediate supervisors, who escalate the . There are weekly meetings where the employees are normally encouraged to bring up any bothering them or a change they would like to see implemented during these meetings. There are normally awards and recognition for the best employees. The management also takes the opportunity to discuss any new development in the organization.

Is the culture healthy or toxic? On what do you base your opinion on?

In my analysis, the organizational culture where the employee works in is healthy. One because there are acceptance and embracement of diversity. The employee noted that the workplace is gender-sensitive, and all the employees are treated the same despite their gender. The leadership position is also distributed among the gender where some of the managers are women, and the others are men. No gender is made to feel inferior (Warrick, 2017). The other reason as to why the culture is healthy is because employees are treated fairly. If an employee does something wrong, he or she faces the consequences. The same thing happens when it comes to awarding the employees. Any awards are based on the employee’s effort (Huyghe and Knockaert, 2015). The other thing that shows that the culture is healthy is the strong leadership in place. This has allowed the company to have a sense of diction.

What creates the organization’s’ culture

The leadership team is very keen when it comes to the organizational culture. According to the employee, they are supposed to follow all the values of the organization. During the onboarding process, new employees are made aware of the existing culture. The employee is made aware of what is expected of them. The challenges that the organization has faced throughout the years have proven important when it comes to creating the culture and maintaining it. This has shown the employees how they are supposed to deal with any challenge they face (Huyghe and Knockaert, 2015).

What is the effect of the organization’s’ culture on the employees?

The organizational culture is powerful because it can impact the employees negatively or positively. According to the employee, the culture has impacted them positively. This is because the employees are motivated towards achieving their goals and that of the entire workplace. The culture normally makes the employee want to deliver the best services to the employees.

Areas that could be addressed to bring about changes

One of the areas that ought to be changed according to the employee is the decision making process. In some cases, the decisions take so long to be made because they have to come from up. Some cases have slowed down any innovations that could have enhanced the overall company’s performance.

Second Employee

The second employee I interviewed works in a technology company as the Assistant Chief Information Officer (CIO). He is one of the oldest employees in the company. In an interview with him, he confirms that the organization has maintained a robust organizational environment and culture from its productivity, customer relations, and employee management, among others.

Type of culture 

The company has an Adhocracy Culture. This culture is focused on creativity and energy. Employees are expected to take chances, whereas leaders are considered as innovators or entrepreneurs. Experimentation with an emphasis on individual creativity and independence keeps the company together. Change and resilience are the main principles. The business stresses the importance of transparency amongst employees as a way to encourage a creative attitude. The subsequent breakthrough refers to different industries to the organization’s approaches to competition. In the online advertising sector, for example, the company innovates its technical assets and services. Innovation is a crucial factor in the growth of the firm. Employees are motivated to contribute to the company’s overall progress and its goods through its organizational culture. For instance, this cultural feature fosters employee thinking out-of-the-box to discover or create new solutions in the global sector to current and emerging needs. This situation also implies that its types and innovation levels differ following the information technology and services industry’s individual needs (Janićijević, 2013).

The PESTEL / PESTLE Review by the organization also provides the basis for the innovations. Innovation helps to ensure the competitiveness of the business with other technology firms. The company’s business culture is a powerful force for the firm to remain a pioneer in the IT and online advertising industries. In this specific business case, a company’s organizational culture refers to customs, performs, and behavioral optimal that mainly impact its workforces’ activities. In favor of creativity, the firm’s corporate culture inspires workers to interchange knowledge.

Is the culture healthy or toxic?

The company’s Adhocracy Culture is very healthy, especially for its stakeholders (business owners, working personnel, customers, etc.). From my perspective, innovation culture is very healthy and effective because it enables the employees to be more creative, thus enhancing curiosity for discoveries that contribute to its success. I base my opinion on the reaction of the interviewee when sharing the innovation experience in the company. He explains in a pleasant manner that suggests that the employees enjoy coming up with new ideas every time.

What creates the organization’s’ culture?

According to the interviewee, the firm’s culture is defined through several factors, including founders’ principles and desires, market requirements, early beliefs, priorities, and assumptions. Community is preserved by recruitment turnover, onboarding of new workers, leadership, and organizational compensation structures. The corporate culture signs include the mission statement, the tales, architectural layout, rules and policies, and company practices (Hillis, Petit, & Jarrett, 2012).

What is the effect of the organization’s’ culture on the employees?

The organizational culture is vital: it can have optimistic or adverse impacts on revenue, revenues, enrolment practices, and worker morale. An excellent corporate culture attracts people who want to work or do business with an organization. It will motivate workers to work more efficiently and positively while reducing profits. You can even be your best recruiter and attract skilled candidates who want to work for your company. A healthy organizational culture will ensure that workers stay loyal to the organization and are happy with their work. In a competitive recruiting climate, this can be highly helpful. People are much more interested in signing (and staying) with a community that encourages flexibility, embraces staff growth, and creates an equilibrium between work and life.

What areas could be addressed to bring about change, if the change is needed?

The area that could be addressed to bring about change in the organization is information sharing and communication. The company should allow controlled information sharing to prevent untrustworthy employees from leaking vital data and information to its competitors.


Hillis, K., Petit, M., & Jarrett, K. (2012). Google and the Culture of Search. Routledge.

Huyghe, A., & Knockaert, M. (2015). The influence of organizational culture and climate on entrepreneurial intentions among research scientists. The Journal of Technology Transfer, 40(1), 138-160.

Janićijević, N. (2013). The mutual impact of organizational culture and structure. Economic annals, 58(198), 35-60.

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons60(3), 395-404.


Link to Assessment: Organizational Culture Assessment Instrument Online (OCAI), Cameron & Quinn. https://www.ocai-online.com/products/ocai-one