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Need assistance in getting this done. I will include instructions and resources. I will also include my work I submitted to the professor and the professors feedback for what I submitted. 8 Evaluations and Recommendation to Company Student Name University Course Professor Name Date Evaluations and Recommendation to Company Like any other company in the world, there are values and believes governing this company. These values and beliefs influence the companys organization. There is believes that all the employees should give maximum respect to their seniors. For example, the manager cannot be asked anything by the employees unless they follow the right criteria. This belief has been in the company from the day the company was started. There is also believe the company should be the leading company among the competitors. If a new employee is enrolled in this company, they have created imagery that the company should be leading all the time. (Niemeczek (2019). The company also has the values that help it in governance and competing with the competitor. These values are applied in the company by the organization members to behave when different situations arise. The core values in this company include respect and dignity, working as a team, learning, showing reflection, showing commitment regarding quality care and support. The value of respect enables a smooth running of the company as the member of the organization respect each other in the daily work activities. The value of working as a team helps the organization to work together for a common goal. The learning values enable the workers to continue learning, thus increasing the skills and knowledge to help the company. Briefly, these values have been used to align the company customs and enable smooth company learning without disputes. The company has a strong believes that coaching helps the staff become more effective. This has enabled the company to invest a lot in the coaching of the staff. The staff is also offered the trip to various states to learn new techniques to help the company. There is a belief in the company that the workers cannot work effectively without total supervision. This makes the company employ many supervisors to monitor the movement of every worker. Workers found in the wrong places are expelled from work for a couple of weeks without payment. Concerning the organizations culture, the company has the initiative to increase diversity in the leadership. (Kayode (2017). There is a certain minimum requirement that is required before joining the company. One should be fully conversant with English. This organization has inclusive leaders across the organization who help control the company. There is a subculture that has different norms and values regarding the organizations culture. Some. One of the subcultures in the organization is that some employees are favoured compared to others. This puts at risk the employees who are unlike the supervisors. There is also a culture of love affairs in the company. There are scenarios where the company leaders have love affairs with their juniors. This sub-culture has been in the company for a long period. Like other companies, there are many areas of agreement and disagreement among the employees on the organizations culture. The organizational culture clearly states that the company should be profitable regardless of political, social, and economic changes. In this culture, all the employees strongly agree. The employees agree to sacrifice up to the last drop of their blood to make them profitable. The employees payment on time and being given allowances is another culture that the employees uphold and believe Ibrahim, Boerhannoeddin & Kayode (2017). There is a memorandum of understanding between the company and the employees on payment on time. Regardless of the agreement, there is also disagreement among the employees regarding the organizations culture. The organizational culture states that the employees should be fully supervised and have long criteria and procedures before leaving. There are strict penalties for any person who fails to achieve their target. Though this is assumed to help the company achieve its goals, most employees disagree with it. This leads to conflict between the employees and the management as some emergencies may require not following all those protocols (Ibrahim, Boerhannoeddin & Kayode 2017). There is also a disagreement on the field of favouritism. Some employees being favoured compared to the other raises disagreement and even conflict. There are some instances in which the employees have a love affair with their seniors. The point of disagreement arises when no big action is taken against the senior, but the juniors are expelled for a couple of weeks. There are several strengths and weaknesses of the organizational culture of this company. Culture has been used to achieve a lot in this company. The culture of leading enabled the company to be the leading company and making a lot of profit. Teamwork has helped the company to have a smooth running of the company (Ibrahim, Boerhannoeddin & Kayode, 2017). The strength of the company enables it to achieve its intended goals. The strength of the organization of the company acts as an asset in the organization. The culture of this organization can watch the organizations environment and thus compete with the other companies. Despite the strength, there is a weakness to this organizations culture—the organizations custom employs workers away from the point of the companys residents. The reason behind doing this is because most of the people residing around the company do not have the required skills to run the company. This organizations cultural weakness has enabled most customers residing near the company to look for services in other companies. Another weakness of the companys culture is a company cannot go as per technology. The company focuses much on face-to-face businesses instead of focusing on other online platforms translating its business. Consequently, many aspects support and hinder the effectiveness and performance of the company. Some aspects that support the companys performance are the good working condition of the workers and supervision of the workers. Another aspect that favours the company is that company is located in a populated area thus has many customers. The aspect that hinders the companys effectiveness and performance is the rise of new companies that strive to compete. This company is equipped with new technology and even transacts its business using online platforms. This Failure to install the new technological machine leads the company production rate to slow; thus, they dont meet the customers demand on time. The behavioral theories that I would choose to use for the employees is A Motivating Place to Work and Motivation in Action. The relevance of the first theory is for a candidate who is coming to the place of work from a different industry but who is interested in learning the new business. The candidate has no experience in the field save for the desire to learn more and the drive to work on the tasks that are set out to him. The theory encourages motivation and inclusiveness which will ensure that the candidate learns faster. The second theory is for a candidate who is experienced with work as a team member and in leadership and collaboration. The theory calls for the creation of a collaborative environment so as to include all the characteristics of the new candidate and the creation of a system working to include his skills to ensure satisfaction for the employee and the company (Schmiedel, Müller & vom Brocke, 2019). The two theories are relevant to use in this case because the main challenge that is facing the work force is a disenchantment with the workplace and a strong disagreement with the workplace according to Company X Cultural Assessment Data. Recommendations In the recommendation, I would recommend using comprehensive and step-by-step processes containing activities and tools to define, shape, and manage the organizations culture. This will help in administering the organizations administration. In addition to this, new HR of the Company should use strategies such as looking for incentive programs and observing the employees interactions to gauge the openness in the leadership. Since this is a big company with many insecure networks, HR should erect VPN technology to help workers do their research and communicate amicably within the organization. VPN technology is cheap regarding communication; thus, this technology should be implemented. The new HR should initiate several strategies to improve organizational culture. First and foremost, the company should there new HR should initiate transparency in the organization. Transparency is a core aspect in improving the many challenges in the organization, and people may hinder the problem of eating them inside. Secondly, the company should initiate a culture of a free working environment. Each worker should be in a good working environment and provide the required working tools and equipment. Management and leadership should also not be left behind when it comes to supporting the organizations culture. They should act a role model to other. They should create an ideal communication atmosphere where every employee can raise their grievances if something is not adding up well. They should provide education programs to employees. The company can demonstrate cultural communication by listening to every employee carefully without any favour, and leaders carry out special seating to see how it can help the organization. The act of favouring some of the employees should be curbed in this company. Research fields should be created to assess the problems faced by the company and what is supposed to be changed. In every company all over company world, it is important to measure the organizations performance. Measuring performance enables the company to know its standing in revenue generation. This will dictate the measures that the company will do to improve on that. Measuring organization performance enables rating on the satisfaction of the workers. Satisfied workers are productive and produce quality work. It is, therefore, important to measure the organization performance to know the revenue standing. The manager can use the metrics such as measuring the production rate per day. They can go through the production records that are recorded daily and then compare them to the performance. On the other hand, the is expected revenue of every company. This can be used as an essential tool in measuring performance. Another metric that can be used is looking for the number of working hours. Machine failures may result in a decline in daily production. It is important to align the metric across all departments. This is because different departments have a different rates of production and different people. Comparing all these departments would give an overview on which department needs to be given special attention. When the above recommendation is implemented, the company will be able to compete comfortably with other organizations. The employees will be able to work hard as their voices are heard, thus increasing production. Limitations, Risks and Ethical considerations. The basis of ethical considerations is the principles and the values that influence decision making. Ethical considerations in the application of behavioral theory is dependent on the adoption of multi-dimensional and inter-disciplinary studies of the behaviors of individuals which is of help in the application of the principles (Bussmann & Niemeczek, 2019). Among the limitations that are identified in the use of the behavior theory is the fact that ech person may have different needs in terms of motivation and each factor will motivate a person differently. There is thus no way that all people can be equally motivated. The second limitation is that according to the behavioral theory, the goals of the individual and those of the organization are compatible. This however is not the case because the desire of an individual to be autonomous may at times conflict with the goals that the organization has set out. Finally, the theory focusses on only one factor of management and it ignores the others. The risk of the application of this theory is that the lack of technology and the expected structures it is difficult to apply th procedures of the behavioral theory effectively. Further, the theory poses the risk of loss in revenue where there the plans and the strategies that are adopted by the manager fails (Bussmann & Niemeczek, 2019). Finally, it is important to take into consideration that all individuals have different needs and wants thus it may result into possible conflicts. In consideration of the ethics of application of the theory, people should not be strictly supervised as that will take away the feeling of independence. The theory however increases the moral judgement and motivation thus attracting individuals towards better ethical conduct. References Bussmann & Niemeczek (2019). Compliance through company culture and values: An international study based on the example of corruption prevention. Journal of Business Ethics 803 Ibrahim, Boerhannoeddin & Kayode (2017). Organizational culture and development: Testing the structural path of factors affecting employees work performance in an organization. Asia Pacific Management Review 103 Schmiedel, Müller & vom Brocke, (2019). Topic modeling as a strategy of inquiry in organizational research: A tutorial with an application example on organizational culture. Organizational Research Methods, 957 Company X Cultural Assessment Data (n.d) August 18, 2021 ORGANIZATIONAL CULTURE FEEDBACK 8/18/21 Hello Walter,  Good progress on your resubmission. Please review my detailed feedback on the rubric dated 8/18/21. Keep up the focus toward mastery. 1) Describes the company’s culture in detail, and considers one or more of the aspects (shared assumptions, values, and beliefs, type of culture and subcultures, and areas of agreement or disagreement among employees) of organizational culture. NOT MASTERED!!!!!! 8/18/21 While you have good content on culture, the specific culture of Company X was not described based on shared assumptions, values, and beliefs, type of culture and subcultures from the scenario and results provided. Please consider the following: What is the type of culture at Company X? What elements make up the culture at Company X? What subcultures exist within Company X? To what extent does the organizations culture influence relationships, collaboration, and engagement at Company X? Please review the learning resources to provide content that describes the company’s culture in detail, and consider one or more of the aspects (shared assumptions, values, and beliefs, type of culture and subcultures, and areas of agreement or disagreement among employees) of organizational culture. Please refer to the following Learning Resources: Section 1 - How to Define Culture Clearly - Organizational Culture and Leadership, 5th Edition; Section 3 - A Young and GrowingXS U.S. Engineering Organization - Organizational Culture and Leadership, 5th Edition; https://www.oreilly.com/library/view/organizational-culture-and/9781119212041/c01.xhtmlOrganizational Culture Types - OCAI Online. Project Resources: Project Overview - Company Scenario; Cultural Assessment Data 2) Explains the strengths and weaknesses of the organizational culture. NOT MASTERED!!!!! 8/18/21 Please review the scenario and the assessment results to provide content on this section. The specific strengths and weaknesses of the Company X organizational culture were not provided. Please consider the following: At Company X, what are the strengths of the organizational culture? What are the weaknesses of the culture at Company X? How do these strengths and weaknesses impact organizational effectiveness in Company X? What strategies or mechanisms can be used to evaluate the strengths and weaknesses? How do the insights from the Cultural Assessment Data connect to identified strengths and weaknesses? Please provide at least two strengths and two weaknesses of the organizational culture at Company X. Please refer to the following Learning Resources: Chapter 9 - Organizational Culture and Climate - Sage Knowledge (The SAGE Handbook of Industrial Work, and Organizational Psychology; Chapter 8.2 - Measuring Organizational Culture - Principles of Management (FlatWorld e-book); Chapter 8.6 - Case in Point: Google Creates Unique Culture - Principles of Management (FlatWorld e-book). Project Resources: Project Overview - Company Scenario; Cultural Assessment Data 3) Identifies the aspects that support (or hinder) the company’s effectiveness and performance. NOT MASTERED!!!!! 8/18/21 There was a general discussion on what impacts culture, good work. At least two aspects that support or hinder the companys effectiveness and performance from the scenario and results were not provided. Please consider the following: What cultural elements support the organizations effectiveness and performance? Conversely, what cultural aspects may be a hindrance to the organizations effectiveness and performance? After review of the Cultural Assessment data, what insights can be identified in terms of organizational effectiveness and performance from the employees perspective? Please provide at least three aspects that support (or hinder) the effectiveness and performance of Company X. Organizational effectiveness is best measured through performance and productivity metrics and measurements. Use the Productivity Report in determining aspects that support and/or hinder organizational effectiveness. Using the Productivity Report or Research, please provide a description of how the metrics offer support of or create hindrance to effectiveness and efficiency. These identified aspects must be supported by the Cultural Assessment Productivity Data section to include specific metrics or performance outputs. Please refer to the following Learning Resources: Chapter 8.3 - Creating and Maintaining Organizational Culture - Principles of Management; Chapter 8.2 - Measuring Organizational Culture - Principles of Management; Chapter 8.6 - Case in Point: Google Creates Unique Culture. Project Resources: Project Overview - Company Scenario; Cultural Assessment Data 4) Describes in detail the best practices to effectively administer a cultural assessment while considering strategies the new HR manager can use to mitigate potential biases in the data. NOT MASTERED!!!!! 8/18/21 The best practices to administer a cultural assessment were not evident. Please consider the following: What best practices can be employed to effectively administer a cultural assessment? What strategies can be used by the new HR manager to create an effective evaluation process? How can bias influence data and information provided by employees to assess organizational culture? How can the identified best practices align with strategies used by the new HR manager to remove and address potential biases in the data? Please provide at least two best practices in administering a cultural assessment on a company. The description must also include at least 2 strategies that will help mitigate potential bias in the cultural assessment data. These 2 strategies must be adequately described and supported by learning resources. Please refer to the following Learning Resources: Rating Scales - SAGE; Organizational Culture Diagnosis and Feedback - SAGE Publishing. Project Resources: The SAGE Handbook of Industrial, Work, and Organizational Psychology, Chapter 9; Project Overview - Company Scenario; Cultural Assessment Data 5) Lists sources where needed using citation methods with no major errors. NOT MASTERED!!!!! 8/18/21 Good job to include proper in-text citations and a reference page. Please include the Company X Cultural Assessment Data document where used with in-text citation(s). The project requires research on various aspects of culture in order to achieve mastery. Please review the learning resources provided for each Not Yet section and include in-text citations and also on the References page. As more research and writing is required, this section will be reviewed again upon resubmission. Please refer to the CfA Citation Guide for reference. Culture Improvement Strategies The culture of an organization is unique and has a strong influence on the people and performance of the organization. To be successful, leadership must constantly shape, improve, and communicate the culture to the entire organization. There are several ways to improve an organizational culture. The most commonly used improvement strategies were gathered and are outlined below. Flexibility Consider your employees and their commute, family, and personal schedule. Allow flexible schedules including the option to work remotely and ample time off to promote a healthy work-life balance. Perks Offices are beginning to cater to their employees’ busy lives by offering daycare services, dry-cleaning services, and office gyms to improve focus and performance during work hours by avoiding interruptions. Some offices have even decided to become dog-friendly! Appreciation Programs Offering social events, catered lunches, and coffee stations can be instrumental in stress management and a fun way to recognize your employees’ achievements and dedication to the organization. Open and Consistent Communication It is important to effectively communicate organization goals and a plan to accomplish them. Consistent communication with your employees builds trust and a strong culture. Open Forums Provide your employees with regular opportunities to ask questions, and reward employees for speaking up. This can be in the form of open forums, town halls, or team meetings. Employees will feel more engaged and gain a better sense of pride in the organization. Open-Door Policy Seek out the issues and success stories at each level of the organization to get a clear view of performance. This communication strategy improves employee satisfaction. Team Building Team-building opportunities support a strong culture by developing shared attitudes of teamwork among employees. Collaboration Collaboration is essential in building a strong workplace culture. Collaborative workplaces are best established when strategically planned and built on trust and respect. Take Risks Risk-taking inspires transformation and innovation and often leads to improved efficiency and higher organizational performance. Transparency Transparent leaders build trust and prepare employees for changes in the organization. Open communication from leadership creates an agile workforce and builds a sense of ownership in the organization. Feedback and Coaching Meaningful feedback and regular coaching improves individual performance. Performance evaluations may be used to track employees’ progress and set goals that align with the organization’s vision. Professional Development Make the investment to provide continuous improvement training and professional development opportunities for your employees. Training boosts employee satisfaction and performance. Launch a Campaign Launch a campaign to share your culture, mission, vision, and values statements. This could be as simple as an email to employees or a weeklong event that showcases the organization’s mission. Manage the Space Design and manage rituals and procedures across the organization to create an intentional culture experience. Establish Values Establish and communicate the organization’s values regularly to employees. New employees’ values should align well with the organization. Sources Archambeau, S. (2017). 3 strategies for CEOs to improve corporate culture. Entrepreneur. Retrieved from https://www.entrepreneur.com/article/295171 Gamb, M. (2018). How to make your company culture remarkable. Forbes. Retrieved from https://www.forbes.com/sites/womensmedia/2018/03/27/how-to-make-your-company-culture-remarkable/#59afe0383f33 Growth Engineering (n.d.). Improve organisational culture: 10 quick tips. Retrieved from http://www.growthengineering.co.uk/improve-organizational-culture-10-quick-tips/ Millet, J. (2017). Boost your company culture to improve employee retention. Forbes. Retrieved from https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/07/25/boost-your-company-culture-to-improve-employee-retention/#39bfd2b63233 Yohn, D. L. (2018). Five myths about corporate culture, and five strategies for cultivating a great one. Forbes. Retrieved from https://www.forbes.com/sites/deniselyohn/2018/01/16/five-myths-about-corporate-culture-and-five-strategies-for-cultivating-a-great-one/#3b509c2f60e4 Company X Cultural Assessment Data Employee Engagement Survey At the end of the year, 363 employees were asked to respond to the annual employee engagement survey. From the 363 surveys that were distributed, 300 employees responded. The following statements were provided, and responses were measured using a Likert-type scale: 1 = strongly disagree 2 = disagree 3 = neutral 4 = agree 5 = strongly agree The primary goal of the employee engagement survey was to evaluate the current awareness of the organizational culture at Company X. The chart represents the responses from 300 employees on their awareness and feelings toward Company X’s culture. Statement Average Rating Organizational Culture: I am aware of the organizational culture as it aligns with my personal values and goals. 3 Figure 1 40\% of employees rated the organizational culture statement as a 1. 5\% of employees rated the organizational culture statement as a 2. 10\% of employees rated the organizational culture statement as a 3. 5\% of employees rated the organizational culture statement as a 4. 40\% of employees rated the organizational culture statement as a 5. The engagement survey also prompted employees to respond to the following statements about Company X. Statement Average Rating Work-Life Balance: Expectations for work-life balance are appropriate and well-communicated within the organization. 3.2 Job Security: My position is secure and necessary for the organization to be successful. 4.6 Professional Development: There are sufficient professional development and training opportunities offered to me. 4.8 Employee Benefits: I am satisfied with the benefits package offered including salary, time off, insurance, and so on. 2.2 Expectations: My role and responsibilities in the organization are made clear to me by my manager or supervisor. 4.4 Mission Statement: I am aware of the organization’s mission statement as it aligns with my personal values. 4.3 Vision Statement: I am aware of the organization’s vision statement as it aligns with my personal goals. 1.9 Communication: I feel comfortable approaching management when facing an issue at work and feel that it will be addressed in a timely manner. 4.9 Appreciation: I feel appreciated by my manager and coworkers. 4.2 Growth Opportunities: There is opportunity for advancement within the organization. 4.5 Productivity Report In Company X’s annual productivity report, the following data were gathered to analyze trends in organizational effectiveness and performance. A unit represents one product that is manufactured by Company X.  Earnings per Unit = 9\% above target  Labor Cost per Unit = 2\% below target  Profit per Employee = 6.4\% below target  Overtime Hours per Employee = 4.2 hours per week per employee  Absenteeism Rate = 2.9 days per month per employee Company X Cultural Assessment Data Employee Engagement Survey Productivity Report Accessibility Report Filename: Cultural Assessment Data.pdf Report created by: Organization: [Enter personal and organization information through the Preferences > Identity dialog.] Summary The checker found no problems in this document. Needs manual check: 2 Passed manually: 0 Failed manually: 0 Skipped: 1 Passed: 29 Failed: 0 Detailed Report Document Rule Name Status Description Accessibility permission flag Passed Accessibility permission flag must be set Image-only PDF Passed Document is not image-only PDF Tagged PDF Passed Document is tagged PDF Logical Reading Order Needs manual check Document structure provides a logical reading order Primary language Passed Text language is specified Title Passed Document title is showing in title bar Bookmarks Passed Bookmarks are present in large documents Color contrast Needs manual check Document has appropriate color contrast Page Content Rule Name Status Description Tagged content Passed All page content is tagged Tagged annotations Passed All annotations are tagged Tab order Passed Tab order is consistent with structure order Character encoding Passed Reliable character encoding is provided Tagged multimedia Passed All multimedia objects are tagged Screen flicker Passed Page will not cause screen flicker Scripts Passed No inaccessible scripts Timed responses Passed Page does not require timed responses Navigation links Passed Navigation links are not repetitive Forms Rule Name Status Description Tagged form fields Passed All form fields are tagged Field descriptions Passed All form fields have description Alternate Text Rule Name Status Description Figures alternate text Passed Figures require alternate text Nested alternate text Passed Alternate text that will never be read Associated with content Passed Alternate text must be associated with some content Hides annotation Passed Alternate text should not hide annotation Other elements alternate text Passed Other elements that require alternate text Tables Rule Name Status Description Rows Passed TR must be a child of Table, THead, TBody, or TFoot TH and TD Passed TH and TD must be children of TR Headers Passed Tables should have headers Regularity Passed Tables must contain the same number of columns in each row and rows in each column Summary Skipped Tables must have a summary Lists Rule Name Status Description List items Passed LI must be a child of L Lbl and LBody Passed Lbl and LBody must be children of LI Headings Rule Name Status Description Appropriate nesting Passed Appropriate nesting Back to Top Tips for Success: MGT-20135 – Organizational Culture ✰ How Do I Get Started? (<click for a short video) · Read through the directions located under the Table of Contents and set the stage for your project. · Make sure to take note of the prompts that are in the directions. These will be important to address in your project. · Review the Project Rubric located under the Table of Content to ensure a good understanding of your tasks. · Thoroughly read the Cultural Assessment Data and Productivity Report so that you have a good understanding of the culture and employee feedback and take notes of patterns in the data. ✰ What to Submit? The 1 deliverable for the MGT-20135 Organizational Culture competency is: · A cultural analysis of Company X with Recommendations to enhance the culture · The analysis should include an overview of the Cultural Assessment Data PDF (under Project Instructions – Supporting Materials) results and employee feedback, identification of strengths and weaknesses of the culture as well as the aspects of the culture that impact effectiveness. We are looking for the following. · Please analyze the culture of the organization. For example, what connections are present in all of the information provided by employees? Is it possible to identify the type of culture that exists within the organization or subcultures based on the characteristics and information described by employees? Are there patterns in the data where you can see areas of agreement and/or disagreement based on employee responses to each question? · The strengths and weaknesses are based on employee input in the assessment. These are the areas that employees consider strong evidenced by high levels of agreement or the areas that employees consider as opportunities for improvement as evidenced by high levels of disagreement or neutral responses. As you consider the aspects that impact effectiveness, please look for metrics that show organizational outcomes. · Recommendations for cultural enhancement for Company X are an essential follow up after completion of the cultural analysis · The analysis should culminate with a discussion of how a new HR manager can conduct a new assessment of employee feedback on the culture as well as specific recommendations to improve the culture at Company X. ✰ Must Read Resources Rubric Criteria Unit Resource Title Describes the company’s culture in detail, and considers one or more of the aspects (shared assumptions, values, and beliefs, type of culture and subcultures, and areas of agreement or disagreement among employees) of organizational culture Project Instructions Resource: Cultural Assessment Data PDF (under Project Instructions – Supporting Materials); Source Information: Should be used to analyze and understand the culture as well as to provide supporting rationale for cultural decision making Resource: OCAI Online – Organizational Culture Types Source Information: Identifies various types of culture, which may help to identify the type of culture exemplified at Company X Explains the strengths and weaknesses of the organizational culture Fundamentals of Organizational Culture Resource: Cultural Assessment Data PDF (under Project Instructions – Supporting Materials); Source Information: Should be used to analyze and understand the culture as well as to provide supporting rationale for cultural decision making Identifies the aspects that support (or hinder) the company’s effectiveness and performance Organization Performance and Effectiveness Resource: Cultural Assessment Data PDF (under Project Instructions – Supporting Materials); Source Information: Should be used to analyze and understand the culture as well as to provide supporting rationale for cultural decision making Recommendations Describes in detail the best practices to effectively administer a cultural assessment while considering strategies the new HR manager can use to mitigate potential biases in the data Evaluating and Leveraging Data Resource: Rating Scales Source Information: Helps to understand how rating scales can be used to measure opinions and emotions in surveys Resource: Organizational Culture Diagnosis and Feedback Source Information: A case study that provides a real-time overview of how to develop and administer a cultural assessment in an organization Resource: The SAGE Handbook of Industrial, Work, and Organizational Psychology, Chapter 9 Source Information: Describes the types of assessments used to evaluate culture and climate with respect to meeting organizational outcomes. Recommends effective strategies to improve culture within the organization, and includes one or more of the considerations (role of management and leadership, communication techniques, and impacts on effectiveness and performance) for improvement Evaluating and Leveraging Data Resource: Section 8.3 - Creating and Maintaining Organizational Culture Source Information: Describes the various roles within an organization and their contributions to creating and maintaining culture. Resource: Organizational Culture and Leadership, Part Three: Section 10 Source Information: Provides insight into the role of leaders and strategies commonly used to communicate, maintain, and support an organizational culture Resource: Organizational Change and Development Source Information: Differentiates between effectiveness and efficiency as they relate to an organization’s outcomes. General Clearly conveys meaning with correct grammar, sentence structure, and spelling; shows understanding of audience and purpose Academic Support https://learn.snhu.edu/d2l/le/content/304949/Home?itemIdentifier=D2L.LE.Content.ContentObject.ModuleCO-6822595 Lists sources where needed using citation methods with no major errors CfA Citation Guide https://learn.snhu.edu/d2l/lor/viewer/viewFile.d2lfile/93606/22441,-1/ ✰ Further Rubric Criteria Explanation … Describes the company’s culture in detail, and considers one or more of the aspects (shared assumptions, values, and beliefs, type of culture and subcultures, and areas of agreement or disagreement among employees) of organizational culture · Please refer to the Cultural Assessment Data and the OCAI Online – Organizational Culture Types for identifying and presenting a specific type of culture and subculture that exists in Company X. Provide enough details from the Assessment Data to align with the proposed organizational culture/subculture. Explains the strengths and weaknesses of the organizational culture · Please identify a minimum of two strengths and two weaknesses based on the average ratings in the Cultural Assessment Data PDF. Cultural Strengths will correlate to the areas of the assessment that employees rated in high agreement. Lower levels of agreement as well as neutral responses may signal potential areas for concern. If items are identified as strengths or weaknesses, it is important to use assessment data or project research and explain why the specific area represents a cultural strength or weakness. Describes aspects that hinder or support organizational effectiveness · Please identify a minimum of three aspects (can be either or both hindrance/support). Organizational effectiveness is best measured through performance and productivity metrics and measurements. Use the Productivity Report section of the Cultural Assessment Data PDF for the metrics in determining aspects that support and/or hinder organizational effectiveness. Using the Productivity Report or Research, please provide a description of how the metrics offer support of or create hindrance to effectiveness and efficiency. Describes in detail the best practices to effectively administer a cultural assessment while considering strategies that the new HR manager can use to mitigate potential biases in the data · Provide at least two best practices that a new HR manager can use to administer a new assessment to employees to evaluate how they view the current culture at Company X. The objective is to consider how the new manager can give a new cultural assessment to employees to measure how they view the current state of the culture in the organization. For example, should the new manager consider a specific type of assessment to evaluate how employees see the current culture? Additionally, please consider how they can ensure that bias does not obstruct the data. Should the new manager consider specific types of questions for the assessment or different timing options? This question is not about performance management or evaluation but relates specifically to survey analysis and administration as the new HR manager will be administering a new survey to employees to evaluate how they view the culture, which could be vastly different from the current Cultural Assessment Data. ✰ Academic Support Resources (<click for a short video) · Use the CfA Citation Guide under Supporting Materials for help with citations. · Use Academic Support for help with writing mechanics. · Join the SNHUconnect Learning Community ✰ Got Questions… · Reach out through the Public Channel at any time. · The best way to contact your Reviewer once you have submitted your project and received the initial feedback is through the Private Channel under Discussions. Here you can reach out with any questions about the project or feedback and you will hear back from a Reviewer shortly. · Reviewers are here to support your success! Feel free to reach out—we are here for YOU! ✰ Submit the Project! · Review the rubric carefully. Are there any criteria about which you have questions? If so, feel free to send a note through the Discussion Channel. · Review the Project Checklist. Have you covered everything? Any questions? Make sure to include a complete deliverable each time you submit your project. · Good luck you can do it! INSTRUCTIONS ORGANIZATIONAL CULTURE https://learning.oreilly.com/library/view/organizational-culture-and/9781119212041/c01.xhtml?sso_link=yes&sso_link_from=SNHU https://scholar.flatworldknowledge.com/books/29741/fwk-127512-ch08_s02/read https://www.ocai-online.com/about-the-Organizational-Culture-Assessment-Instrument-OCAI https://scholar.flatworldknowledge.com/books/29741/e592.fwk-127512-ch08_s06/read https://learning.oreilly.com/library/view/organizational-culture-and/9781119212041/c03.xhtml?sso_link=yes&sso_link_from=SNHU https://sk-sagepub-com.ezproxy.snhu.edu/reference/the-sage-handbook-of-industrial-work-and-org-psychology-vol3/i2149.xml https://scholar.flatworldknowledge.com/books/29741/fwk-127512-ch08_s03/read https://learning.oreilly.com/library/view/organizational-culture-and/9781119212041/c10.xhtml?sso_link=yes&sso_link_from=SNHU https://sk-sagepub-com.ezproxy.snhu.edu/cases/crafting-organizational-culture-getting-the-boss-to-work-for-you https://scholar.flatworldknowledge.com/books/29741/fwk-127512-ch06_s04/read https://www.aihr.com/blog/employee-performance-metrics/ https://learning.oreilly.com/library/view/organizational-change-and/9789332558427/xhtml/Chapter002.xhtml?sso_link=yes&sso_link_from=SNHU#h5-011 https://eds-b-ebscohost-com.ezproxy.snhu.edu/eds/detail/detail?vid=0&sid=dbcf713c-ee2f-42d4-9076-bf51e1dab182\%40sessionmgr102&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ\%3d\%3d#AN=edsbig.A506828094&db=edsbig https://www.ejmste.com/article/a-study-of-the-effect-of-knowledge-management-on-organizational-culture-and-organizational-4748 https://www.youtube.com/watch?v=v8K1qpU5FPE https://sk-sagepub-com.ezproxy.snhu.edu/video/leveraging-organizational-culture https://sk-sagepub-com.ezproxy.snhu.edu/cases/can-we-survive-a-case-of-culture-change-and-learning https://methods-sagepub-com.ezproxy.snhu.edu/reference/the-sage-encyclopedia-of-educational-research-measurement-and-evaluation/i17358.xml https://sk-sagepub-com.ezproxy.snhu.edu/cases/organization-culture-diagnosis-and-feedback https://learn.snhu.edu/d2l/le/content/754603/viewContent/12855123/View  this project, you will demonstrate your mastery of the following competency: · Evaluate organizational culture in relation to organizational effectiveness and performance Scenario You are a consultant who regularly works with organizations to conduct evaluations of their organizational culture. Company X is a thriving business that is constantly looking to grow and improve. Leadership at Company X recognizes the importance of assessing their corporate culture as it relates to the company’s performance and effectiveness. You have been contacted by Company X to perform an assessment of Company X’s culture. The company is expecting you to provide insight on which aspects of the culture need improvement and the culture’s impact on organizational effectiveness and performance. You will perform an evaluation of the company’s organizational culture and provide recommendations that leadership can act on. Company X’s human resources (HR) manager has provided you with assessment data collected from an employee engagement survey and an annual productivity report. It is your responsibility to evaluate and summarize the assessment data to provide insight on the aspects of culture and its importance related to the organization’s effectiveness and employee performance. You will present this to several stakeholders. Your summary will be a valuable tool for the HR manager to evaluate and support the culture in the future. Directions Evaluation: The culture of an organization is unique and has a strong influence on the people and performance of the organization. To be truly successful, an organization must effectively establish and communicate the culture. Summarize the state of Company X’s organizational culture to share with stakeholders, including the HR manager. In your summary, you should address the following using the Cultural Assessment Data to support your evaluation: · Describe the company’s culture in detail. Consider one or more of the following to inform your response: · Shared assumptions, values, and beliefs among members of the organization · The type of culture and subcultures that exist within the organization · Areas of agreement or disagreement among employees on their perspective of the organizational culture · Explain the strengths and weaknesses of the organizational culture. · Identify the aspects that support (or hinder) the company’s effectiveness and performance. Recommendations: Using the conclusions from your evaluation, create recommendations for Company X’s HR manager to move forward with assessing the culture in the future. In your recommendations, you should address the following: · Describe in detail the best practices to effectively administer a cultural assessment. Consider strategies the new HR manager can use to mitigate potential biases in the data. · Recommend effective strategies to improve culture within the organization. Consider one or more of the following to inform your response: · The roles of management and leadership in regard to supporting the organizational culture · How the company should effectively demonstrate or communicate cultural improvements to their employees · How your evaluation and recommended strategies will affect the organization’s effectiveness and performance What to Submit Every project has a deliverable or deliverables, which are the files that must be submitted before your project can be assessed. For this project, you must submit the following: Organizational Cultural Assessment Summary Your summary should include an evaluation and recommendations. Your summary must be 750 to 1,250 words in length (plus a cover page and references). Cite any and all sources appropriately.