A SURVEY INTO CORPORATE CULTURE

ASURVEY INTO CORPORATE CULTURE

TheFirst Respondent:

  1. Briefly explain about yourself and your roles in the current organization where you are employed.

Amemployed as legal research assistant in this firm and I have workedfor ten years in that capacity.

  1. How do you rate the level of job satisfaction in your current organization?

Thelevel of job satisfaction is average given that I have worked in thisfirm for ten year without the urge to change the shift from this workplace. However the lack of promotions is starting to cause some levelof dissatisfaction.

  1. Explain some of the factors that have affected your job satisfaction at your work place?

Overthe last ten year the factors that have contributed to mysatisfaction include the support accorded by the management to me,examples being welfare improvement, annual leaves, and award s forhigh performance in my undertakings. Moreover, am covered by a lifeassurance policy paid for by the employer.

  1. Do you like the organizational culture in your firm? Please elaborate briefly.

Yes,since the employees relate well with the management.

  1. How would you rate the level of the contribution from your organizational culture to the success of your organization?

Thecontribution by the organizational culture has been great due to thevalues upheld by all players coupled with the teamwork.

6. Explain some of the organizational subcultures that have influencedyour working conditions and productivity.

Thejust in time principle has led to improved productivity among staffsince all employees are willing to cooperate and assist one anotherto beat various task deadlines.

7What do you think of the organizational liability in your firm?Please elaborate in a few lines

Thefirm is always willing to support the employees in their working andalso when they make mistake the management is always ready to assist.

8.Comment on the management and leadership style in your organization.

Themanagement style has been all inclusive since all parties areinvolved in decision making.

9.Do you support the management style in your organization?

Yes,I like the all inclusive mode of management and leadership

10.How would you rate the ethical culture in your firm?

Theethical culture in the firm has been a success story due to the wellstipulated code of ethics to all employees.

11. Name some of the areas you would like to see improvements in termsof ethics.

Iwould like to see all the people including the senior mangers honorthe code of ethics.

12.Briefly explain how you would rate the organizational culture of yourfirm in comparison to others in the same industry.

Thefirm is rated slightly lower in the rank due to double standardsapplication of the code of ethics.

TheSecond Respondent:

1. Briefly explain about yourself and your roles in the currentorganization where you are employed.

I’ma water engineer working with a foreign consortium firm in thecountry for a period of five years.

2.How do you rate the level of job satisfaction in your currentorganization?

Iam satisfied in my work role.

3.Explain some of the factors that have affected your job satisfactionat your work place?

Iassociate my job satisfaction to the motivation accorded to me by themanagement

4.Do you like the organizational culture in your firm? Please elaboratebriefly

Yes,the management is always ready to assist us handle various challengesin the team.

  1. How would you rate the level of the contribution from your organizational culture to the success of your organization?

Itis huge given the level of success we have had over years.

6. Please explain some of the organizational subcultures that haveinfluenced your working conditions and productivity.

Thelevel of interaction between the senior and junior employees is oneof the subculture that has enabled us increase our productivity dueto communication.

7.What do you think of the organizational liability in your firm?

Thefirm is always ready to take charge of the organizational liabilityas the employees get engaged in their routine undertakings.

8.Comment on the management and leadership style in your organization.

Theleadership style is largely centralized and decisions are made by thetop management and I fully support it.

9.Do you support the management style in your organization?

Yes,I like the level of co ordination we enjoy in our organizationleading to reduction in confusion.

10.How would you rate the ethical culture in your firm?

Theethical culture has been great and it largely attributable to thewell laid out code of ethics.

11.Name some of the areas you would like to see improvements in terms ofethics.

Iwould like to see the management encourage employee to beenvironmental conscious since some them are bit reckless. This hasresulted to complaints from surrounding community.

12.Briefly explain how you would rate the organizational culture of yourfirm in comparison to others in the same industry.

Ourorganizational culture has been performing well in comparison toothers thus we only need to rectify on a few areas and remain amongthe best

TheAnalysis of the Survey Forms

Theorganizational culture is key component that contributes to the levelof success in an organization (Weber,2008).Couple with the ethical culture the two forms a recipe for goalsachievement in a firm. To a larger extent the level of jobsatisfaction is also determined by the organization culture. Thegiven facts show the immense importance of the organizational cultureto the success story of a firm. To analyze the various aspects of thecorporate culture a survey was organized to get respondent answervarious questions relating to organizational culture.

Thesurvey involved developing a questionnaire that was to beadministered to respondent and give answers to various issues asked.The respondents were picked from different firms to ensure a varietyof ideas are collected (Weislowski,2010).&nbspThequestions framed were mainly open ended to ensure that the respondentgave their independent observation without undue influence.Additionally, the questions were framed in a logical manner with aview of obtain accurate information from the respondents. Moreover,clarification was sought in unclear circumstances to ensure accuracywas achieved this is in an addition to the creation of the rightconducive environment for the survey administration. As a result theadministrator of the questionnaire was able to win the confidence ofthe respondents enabling them to give the confidential information(Stanford,2013).&nbsp

Tobegin with the respondents’ comments about the level of jobsatisfaction brought forth the factors that affect the level of jobsatisfaction. The first respondent that was from the legal industryraised an issue that has led to change in level of job satisfaction.They lament on the failure by the management to promote them fromtheir position for a period of ten. In relationship to this firmsmanagement should arise to the fact that job promotion leads to jobsatisfaction since the employees feel that they growing career wise(Weislowski,2010).&nbspAdditionally, job promotions on merit would act as motivation to moreproductivity in a firm. However, they are other factors thatcontribute to job satisfaction and this includes taking care of theirwelfare and rewarding exemplary performances in their duties. Forexample the legal research staff they have a life insurance cover

Onthe organizational culture front, both respondents totally conquerthat the level of assistance offered by the management influences thelevel of success to the firm (Weber,2008).&nbsp.The various values the management has cultivated over time andinstilled into their employees matter. Some of the values thatfeature prominently include team work and sense of responsibility(Weislowski, 2010).To this effect the team work enables the employees to work in harmonyand assist one another in carrying out various tasks. Moreover, thecommitment and coordination that comes with team work is important tothe firm’s productivity. Additionally, the organizationalsubcultures such as various leading themes in the differentdepartment could also contribute to the improvement in theproductivity due to increased coordination among various partnersacross the firm. An ideal example is the free interaction between thesenior and junior employees. To this effect vertical upward anddownward communication is made easy. This creates an opportunity forexchange of ideas and views about the firm as a whole .The seniormanagers are able to know the general feeling of the employees, andfurthermore, learn of new developments in the working environments(Weber,2008).&nbspAsa result, a clear opportunity is created for good co-existence andalso creates a sense of ownership in the employees. Additionally, themanagement ability to take change of organizational liability hasbeen noted to act as a source of motivation to the employees.

Theleadership and management style in the firm plays a key role to thesuccess of a firm (Stanford,2013).Various management teams adopt different management strategiesdepending on the desired results, an example being the all inclusivestyle of leadership in the legal firm that enables all the parties tobe involved in decision making process in the organization. Thebenefit of this is increased acceptance of decisions among theemployees thus raising the stake for success. The only problem thatwould arise is the much time required to consult all the parties.However, the increased sense of ownership of the firm’s decisionsamong the employees is worth the course. On the other hand acentralized management style may be adopted in a firm where decisionsare aimed at achieving a unilateral direction in a firm. A clear cutexample is the centralized management style in the engineering firm.

Theethical behavior among the employees of a firm and to theirsurrounding community is an important part. The work ethics amongthe employees determine the long term success of a firm in theachievement of its set goals(Weber, 2008).To this effect an ethical code is written and circulated among thevarious parties in a firm to ensure that it is adhered to. None ofthe parties is exceptional to the written rules and it becomes amatter of concern if some of the parties fail to honor the agreement(Howard-Grenville, 2007).An ideal example being in the law firm where by one of the employeesfeels oppressed. Moreover, all the parts of the work ethical codeshould be honored to ensure that everything is protected includingthe environment that sustains human life.

Tosum it up, it’s important to take note on various aspects of jobsatisfaction in addition to the organizational cultures that may helpimprove firms’ productivity. Furthermore, the ethical code shouldbe adhered to, to ensured there is positive co-existence between allparties

References

Howard-Grenville,J. A. (2007).&nbspCorporateculture and environmental practice: Making change at ahigh-technology manufacturer.Cheltenham, UK: Edward Elgar

Stanford,N. (2013).&nbspCorporateculture: Getting it right.Hoboken, N.J: Wiley.

Weber,S. (2008).&nbspOrganizationalbehaviour – Google corporate culture in perspective.München: GRIN Verlag GmbH.

Weislowski,K. (2010).&nbspCasestudy – Corporate culture: Corporate culture as a critical successfactor at Google.München: GRIN Verlag GmbH.