This lesson contains 19 slides, with interactive quizzes and text slides.
Lesson duration is: 30 min
Items in this lesson
Organizational Structure chapter 7 & 12
Slide 1 - Slide
Why are cultural values important for a company?
Slide 2 - Open question
Which socialization tactic makes the most sense for a military organization?
A
Institutionalized
B
Individualized
Slide 3 - Quiz
Should all organization give their workforce the property right of long-life employment?
A
Yes
B
No
Slide 4 - Quiz
"Organizational culture significantly influences employee motivation, leading to enhanced productivity and innovation."
Example: Google's open and innovative culture encourages employees to spend 20% of their work time on personal projects. While some argue this fosters creativity, others contend it might lead to distractions and reduced focus on core tasks.
Slide 5 - Slide
Is constant innovation spurred by a relaxed work environment sustainable, or does it lead to a lack of focus and missed deadlines?
Slide 6 - Slide
"Balancing individual creativity with team collaboration is vital for a dynamic culture, yet striking this balance can lead to tension between autonomy and conformity."
Example: At Pixar, individual animators have creative freedom, but they must collaborate seamlessly. Advocates see it as a creative powerhouse, while others question if too much freedom could result in disjointed narratives.
Slide 7 - Slide
Should Pixar risk giving complete autonomy to animators to enhance creativity or does it lead to organizational chaos without a structure?
Slide 8 - Open question
"Corporate social responsibility initiatives showcase a company's values, but they can be perceived as mere public relations efforts, raising questions about authenticity."
Example: Coca-Cola's water replenishment projects receive praise, yet critics question if they genuinely offset the company's environmental impact or if they serve as a strategy to enhance brand image.
Slide 9 - Slide
Are corporate social responsibility initiatives genuine efforts, or do they often serve as a false display for companies to improve their public image without substantial impact? How can companies ensure authenticity in their social responsibility efforts?
Slide 10 - Slide
" An effective management response depends on a combination of centralized decision-making, specialized task forces, active leadership, resource coordination, and maintaining strong relationships with critical constituencies during times of unplanned change"
A
True
B
False
Slide 11 - Quiz
Reasoning: This Statement emphasizes the necessity of taking into account various tactics and measures to deal with the difficulties brought on by unforeseen changes in an organization's environment. This method captures the importance of the information provided by acknowledging the need of quick decision-making, expert participation, resource optimisation, and the crucial roles of leadership and stakeholder engagement.
Slide 12 - Slide
"Consider a large technology company that has been operating for several years with a traditional hierarchical structure. As the industry evolves, the need for a more agile and team-based approach becomes evident. This type of change can be classified as adaptive change because it is evolutionary and can be planned for in advance.”
A
True
B
False
Slide 13 - Quiz
Reasoning: Adaptive change occurs when change can be considered to be evolutionary and planned for. In this example, management has the time, discretion, and resources to plan and execute a transformation that aligns with the company's evolving needs."
Slide 14 - Slide
What are some indicators of the need for a new organizational structure?
Slide 15 - Open question
Companies should prioritize short-term profitability over long-term sustainability and adaptability in order to maximize shareholder value.
A
I agree
B
I disagree
Slide 16 - Quiz
Unplanned change should be embraced and allowed to run its course without management interference, as it often leads to unexpected opportunities and innovation.
A
I agree
B
I disagree
Slide 17 - Quiz
A
Slide 18 - Quiz
Top-down, hierarchical approaches are more effective than bottom-up, participatory methods for managing organizational change.