FEEDBACK

Running head: MEMORANDUM 1

MEMORANDUM 2

Memorandum

Name:

Instructor:

Course:

Date:

Overall Feedback

Dear student

Thanks for the work on Project. You did a solid job of grounding it in theory and using the three areas to support your recommendations.

You need to start the memo from why you are doing the report (the incident that caused the request for a report) to remind Ms. Lindsay of what you are presenting and why. You want to use that conceptual framework to analyze the company to see if it can respond to the type of incidents that started the entire discussion. You did tell what documents you reviewed but did not identify any risks you discovered from those. You have identified some recs, but they need to be linked back to the original incident.

The presentation was nicely done, with good visuals and a good voice track. You might think about using fewer words---and not full sentences--in the slides. There should be only key words and you want to look for a 30% visual and 70% oral balance. Here also, you want to think about adding more on the specific risks that the company faces in light of these issues. You do use theory and describe the organization, but this should look directly at risks, so we can see the recs flow directly from the id of risk. Again, did you think about specific examples of “hot spots” where you need to work?

All in all, it is a good project and I hope it makes you more attuned to how these three areas really to interact and create risks, but ones that are manageable for most organizations.

Memorandum

TO: The Chief Operating Officer

FROM: The Auditor

DATE: March 2, 2021

SUBJECT: Analysis of the Organizational Culture, Climate, and Ethics

The culture, climate, and ethical practice are instrumental in the functioning and well-being of the organization. It is inherently vital to assess the status of the company concerning these elements. This is an important step as it should help comprehend the company's direction and the implications on its performance. The industry developments have shown that culture, climate, and ethics are critical considerations that should be emphasized across all business operations (Mayer, 2014). Therefore, this memo provides a critical overview of these features concerning the organization.

Issue at Hand

The focus is to assess the strength of our company's climate, culture, and ethical standards. Overall, the previous years' outcomes have depicted that these elements have significantly impacted the organization's growth and development. The feedback from surveys and evaluations has provided positive results. The leadership has played a fundamental role in ensuring that the company fosters high ethical standards, a conducive organizational climate, and feasible workplace culture. Given that a case of misconduct by an employee in a competing organization has hit the headlines recently, it is only proper that there is a more in-depth assessment to ensure that there is no such problem within our organization.

Task

The key objective is to ascertain that the culture, climate, and ethics are at par with what we believe the organization upholds. An essential step in achieving this goal begins with a review of the company's nature, previous employee reports and performance appraisals that indicate the organizational culture and form a major part of the review process. Observation of behaviors forms is another crucial means of assessing the culture (Martinez et al., 2015). The evaluation of the organization's onboarding process also plays a significant role in analyzing the company. This involves examining the training methods. Assessment of previous employee feedback and performance level offers insight into the nature of the organization's climate. The evaluation also includes regard for the organization's policies and procedures and how they relate to the performance of employees. The review of ethics requires the examination of the values and traits of employees. It also integrates the analysis of objective data and perceived features within the workplace (Martinez et al., 2015).

The outcomes show that, for the most part, the organization has displayed strong organizational culture and climate and high standards of organizational ethics. Employees generally display norms, behaviors, and values that conform to the organization. They are highly motivated and have a great understanding of policies and procedures based on how they have addressed concerns. The productivity and level of employees have generally been high.

The recommendation is to build on the onboarding process, enabling the recruitment of innovative and competent workers. The training methods should be more personalized, creative, and engaging (Mayer, 2014). The organization should also focus on improving the different aspects of climate and culture despite the positive outcomes.

References

Martinez, E. A., Beaulieu, N., Gibbons, R., Pronovost, P., & Wang, T. (2015). Organizational culture and performance. American Economic Review, 105(5), 331-35.

Mayer, D. M. (2014). A review of the literature on ethical climate and culture. In B. Schneider & K. M. Barbera (Eds.), Oxford library of psychology The Oxford handbook of organizational climate and culture (p. 415–440).