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Organizational Cultural Assessment Summary

Student’s Name

Institutional Affiliation
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Evaluation

Organizational culture simply incudes a firm’s expectations and the values that guide the

member's behavior. Organizational culture effectiveness depends on considered valid values,

beliefs, and customs developed over time. Other organizational culture characteristics include

visions, systems, and assumptions. Company X thus has a strong organizational culture that

shapes the employee's perceptions, behaviors, and understanding. The consensus on top of

company X does not focus on individual values success but also the organization's goals

(Pathiranage,2019). Conversely, an ineffective culture leads to disengaged employees, high

turnover, poor customer relationships that may bring down the firm and its leadership. By

expressing shared assumptions, beliefs, and values, organizational culture holds the firm

together. Consequently, a strong culture enhances a set of systematic rules that spells the people's

behavior in the organization. Therefore, the shared values and code of conduct that result from

the strong culture of organization X help the employees to accomplish the firm's missions and

goals.

As a financial organization Company, X has a hierarchical culture. The structure,

established procedures, and authority levels clearly define company X's hierarchy culture.

Therefore, the employees working under the culture precisely know the chain of command that

fits them. Hierarchy culture also provides accountability and the rules that ensure the

imperativeness of doing the right thing in the organization(Belaji et al.,2020). Moreover, the

hierarchical culture of company X provides a clear definition of duties and streamlined

operations, enabling the company to better risk management and efficient operation. The

geographical location contributes to the formation of subcultures in company X.Hence, a

subculture forms among the detached group members of the company due to the organization's
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operations in a physically apart location from the firm. The unique values established by

members of this subculture provide them with a sense of identity that ensures effective job

performance. Functional specialty also contributes to the formation of subcultures in company

X.People with the same job expertise form a subculture by performing the same type of job-

based on their unique cultures.

Company X employees agree that the positive influence of organizational culture

improves the firm's overall performance. Hence, strategic competitive advantages beliefs and

values result from the culture that must be firmly held and widely shared. Besides, the employees

agree that the firm culture enhances trust and cooperation. The employee's behavior also fits the

company's culture, making them decide on the organizational culture perspective. Company X

employees disagree with the corporate culture perspective regarding integrity, professionalism,

and teamwork. Integrity becomes an obstacle when delivering a promise t a client conflicts with

obeying relevant regulations and policies in an organization. Organizational culture leads to

teamwork that sometimes lead to disagreement when different people's need run into one

another. The other interpretation of professional behavior also makes company X employees

disagree with the organizational culture perspective. To some extent, some employees consider it

unprofessional when colleagues miss in-person meetings, resulting in disagreements.

The strengths of company X's organizational culture include a better work environment,

employee productivity and performance enhancement, business process efficiency increase, and

improved organizational agility. Daily employees interaction improves due to the right

organizational culture that ensures a smoother and more streamlined workplace. Stong

organizational culture at company X comprises certain traits that increase the firm's productivity

and performance. Organizational culture also fuels the entire organization and other individual
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performance, which eventually translates to gains across the company—improved organizational

agility as the final strength that emerges when employees value adaptability.

Moreover, company X best suits itself to continual change and adaptation. Some of the

weaknesses of organizational culture that exist in company X include the resistance of

employees, failure, cultural changes, and organizational change focus instead of performance.

Changing the company X cultures that .rest upon the deep-seated beliefs and values often creates

friction, resulting in employees' resistance to change. In other cases, integrating new values into

company X's workforce backfire hence failing. Furthermore, the miscalculations of cultural

changes aimed at specific objects may result in the opposite of the intended effect due to the miss

of the target. Finally, too much emphasis on organizational culture lead to objectives distractions

instead of the company performance focus.

The aspects that hinder company X's effectiveness and performance include lack of a

common goal, management style, and change impact. The lack of clearly defined goals hinders

the company’s effectiveness and performance as team members may take a conflicting or

contradictory approach to the organization’s activities. Managers' leadership style also impacts

the company's effectiveness and performance. Company X feels the change impact when its key

members leave pr the external environment changes. Therefore, the company should conduct

regular team evaluations to avoid ineffectiveness and poor performance.

Recommendations

The best practices that effectively administer a cultural assessment include the cultural

assessment model choice, impartial assessment performance, examining the results, assessment

of the results, and the final draft of implementing cultural changes. As a human resource

manager, you must first identify the best cultural assessment model that suits the organization.
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You can conduct the cultural assessment process after choosing the best model. Internal

evaluations often result in biased data; hence a human resource manager must remain impartial

during the culture assessment. The human resource manager of company X should also examine

the assessment results. After getting the assessment results in a streamlined and intelligible

format, you can begin analyzing the gathered data. The stage makes it easier for the human

resource manager and the other organization members to come up with the action steps that

strengthen the overall culture of the company X.After a successful analysis of the assessment

results. The human resource manager should draw the results conclusions. Using the assessment

data as a guide, HR can locate company X's cultural strengths and weaknesses.

Furthermore, the drawn conclusion helps identify specific action steps that company X

requires to close the necessary gaps by strengthening its organizational culture (Widiatmika &

Darma, 2018). Finally, company X's Human Resource manager can draft an implementation plan

with a set of conclusions to direct the organization's cultural changes. Despite being a

challenging and complex endeavor, outlining the changes ensures the top leadership effectively

oversees the cultural changes.

The new human resource manager's strategies to mitigate potential data biases in

company X include using technology for more objective and data-driven decisions. The human

resource technology will remove the existing biases from the workplace. The combination of

such advanced tools ensures the making of smarter decisions that enable positive outcomes. The

new Human Resource manager must also be consistent and analytical in the decision-making

process(Adam et al.,2020). Moreover, the new Human Resource should follow the best practices

and apply consistency and relevant criteria in decision-making processes. The management and

leadership roles that support the organization's culture include employees empowerment,
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provision of an open communication platform, and meaningful actions taken on feedback.

Empowering employees leads to an autonomous culture that enables more problem solving and

more significant innovation. An open communication platform also supports an organization's

culture as it ensures anyone in the company access answers on the spot. The strategy reinforces

the company's goals and values and helps the employees be heard. Meaningful action s taken on

feedback, on the other hand, ensures that feigning a listening.

Company X should effectively demonstrate the cultural improvements to their employees

by setting behavior expectations and empowering culture champions. Cultural attributes often

enhance set expectations on how people work together. Therefore, the company must explicitly

communicate the attributes in a simple action that clarifies what the firm wants from employees.

Company X should also set accountability and metrics to evaluate the organization's culture

holds the leaders and people accountable. Metrics incorporation help in the integration of cultural

values into the company’s goals and performance. Due to both formal and informal leaders at

company X, the company should empower culture champions(Adam et al.,2020). Conversely,

company X should recognize the champions and ensure such people are regarded for upholding

the culture. Most importantly, the company that acts as its cultural ambassadors will keep

demonstrating what it lols lie to live the culture when the company encourages them to align

their work and management styles.

The evaluation and recommended strategies will affect the effectiveness and performance

of company X by ensuring employee engagement and performance. The outcomes and

individual business units' performance lead to direct employee productivity. The relationship

will, in turn, positively affect the organization's performance. Besides, the evaluation and

recommended strategies enhance better management. Due to improved management, company X

will enhance better manager training and increase effective communication between leaders and

employees. Other impacts of the recommended strategies on the company's effectiveness and

performance include decreased costs and improved customer engagement (Widiatmika &

Darma, 2018). Business efficiency often decreases costs; hence the strategies will abolish

outdated processes and inefficient workflows. Maximization of customer value represents the

primary goal of company X . Hence the company will enhance relationships and boost its

customer value by improving the customer-related department's effectiveness.

References

Adam, A., Yuniarsih, T., Ahman, E., & Kusnendi, K. (2020, February). The mediation effect of

organizational commitment concerning organizational culture and employee

performance. In 3rd Global Conference On Business, Management, and

Entrepreneurship (GCBME 2018) (pp. 260-264). Atlantis Press.

Balaji, M. S., Jiang, Y., Singh, G., & Jha, S. (2020). Letting go or getting back: How

organization culture shapes frontline employee response to customer incivility. Journal

of Business Research, 111, 1-11.

Kumar, K., Bhattacharya, S., & Hicks, R. (2018). Employee perceptions of organizational

culture concerning fraud–where to look and what to look for. Pacific Accounting Review.

Pathiranage, J. (2019). Organizational culture and business performance: an empirical

study. International Journal of Economics and Management, 24(2), 264-278.

Widiatmika, P. H., & Darma, G. S. (2018). Good Corporate Governance, Job Motivation,

Organization Culture Which Impact Company Financial Performance. Jurnal

Manajemen Bisnis, 15(3), 82-99.