reply

A minimum of 150 words each question and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER

Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic

1. Formal structure defines jobs that need to be done. This means that there are people who assigned to specific jobs within an organization that need to get done, So the structure would be an outline of positions and duties that need to be performed within an organization in order for it to be a functioning organization (Schermerhorn & Uhl-Bien, 2014).

An organization that reflects this is Starbucks. This organization is set up with a physical and virtual place of communication for their customers. This company is all about convince and for a hefty price, but many are willing to pay for it and it shows. They have products delivered to the place of business and their employees will receive the items and put them in their place. They have managers to run the business with the help of baristas to help get the job done throughout the day. The environment that Starbucks possesses is a relaxing and pleasant atmosphere. A place to come and gather with friends and family as well as studying for many college students. The goal they possess is a great cup of coffee for a lot of money they many are willing to pay for not just because its good but because its convenient with many varieties to choose from in this fast-paced life we currently live in. Therefore, the competencies they are wanting to achieve has been successful because everyone loves Starbucks for all occasions.

2. Organizational structure formula can be defined as “a system that outlines how certain activities are directed in order to achieve the goals of an organization. These activities can include rules, roles, and responsibilities” (Kenton, 2019). One organization that I’ve been close to for quite some time due to my parent’s occupation is Home Depot. The structure and design of Home Depot is to have an environment that relies on guidelines for all facilities and individual to function and abide by. An “advantage of Home Depot’s organizational structure is that it supports focus on products and functions through the functional groups of the organization” (Greenspan, 2018). Also “organizational structure has the advantage of supporting some degree of customization to regional or local market conditions and consumer preferences through the company’s geographic divisions” (Greenspan, 2018). Home Depot’s “geographic divisions are one of the most notable feature of Home Depot’s organizational structure” (Greenspan, 2018) along with its functional groups. Then “hierarchy is a less prominent feature of Home Depot’s organizational structure. This hierarchy exists at the global and store levels” (Greenspan, 2018).

3. A system that has common actions, standards, and principles of that organization and effects the behavior of the employees is known as organizational culture (Schermerhorn & Uhl-Bien, 2014). In the business world it can be called corporate culture. Each organization has its own exclusive culture that it creates. The organizations culture develops from the communication and experiences they have, managers efforts to influence them, and pressure from a bigger environment. I used to work for Jack in The Box as a manager. I loved working there because we had created a culture of family and respect. We all strive to give great customer service and keep high quality products. It was a franchise and the owner gave generous compensation to his management team. He would reward us with bonuses, however these bonuses were based on how much money you could save the company. Some of the managers would cut corners and work their staff very hard to try to get their bonus. When raise time would come around my area manager would give me a low amount of a few dollars for all my employees. It would make it hard when you can only give people 10, 15, 20, or 25 cents raise for their hard work. Despite this the employees were happy for the most part and enjoyed working there. To facilitate innovation, I feel this company would need to stop worrying so much about money and invest some of it in its employees. They could come up with a rewards program for ideas on how to save the company money or an easier way of doing things. This would give the employees a chance to not only feel valued but a chance to earn a reward just as the managers do. The employees felt that the managers valued them and their hard work but not the owner. I don’t think he ever stopped to think about it because he took care of his managers and most of the employees were young. They most likely would have good innovative ideas. The organizational development would have to realize how much better the company could be if they would make a few small changes. It is a good company they just need to stop and look at everyone not just the management team as an asset. It may be as simple as someone pointing that out. There would need to be guidelines put in place for how the program would work. They could put together meeting for the employee from each store that would be in charge of the program. 

4. An organization’s culture can refer to shared values and beliefs that are instilled in the company. “It is important to recognize that the organizational culture of a fi rm emerges from (1) the dialogue and discourse among its members and their collective experience over time, (2) the attempts by managers to influence subordinates, and (3) pressures from the larger environment in which the members, the managers, and the organization operate” (Schermerhorn, 2014). The organization I work for projects an always be busy kind of attitude. There are no chairs in the breakroom, employees are encouraged to work at their desks while eating lunch. For this to change, our executives would need to encourage their employees to take their lunch break. They do not officially disparage colleagues from breaking fir lunch, but it is felt and observed. Internal integration would be key for incorporating and encouraging employees to take break to eat lunch. Internal integration refers to how an organization creates the identity of the company’s culture. This can also refer to how colleagues interact with one another. Internal integration could also be used to set policies, procedures, and guidelines in place for how a workplace should operate. This would include outlining policies regarding breaks, lunches, and company goals and requirements.

5. It is essential to realize how an association is working to know whether they are meeting their shared objectives or if something should be changed. One association that I know about is Buffalo Wild Wings; this is one of my preferred spots to eat and it generally has great administrations. Feed-forward controls advantage cafés like this one since it enables them to be set up beforehand by having every one of the fixings prepared. This is the place the executives come in essentially on the grounds that a decent administrator will guarantee that all items are accessible and they are supplied with what they need. Servers additionally should be set up by knowing the items that they serve and what they comprise of. This enables an association to guarantee that it accomplishes high caliber and consumer loyalty. Criticism is significant in light of the fact that associations like these can know whether their administrations are fulfilling their clients. With new innovation, clients are additionally ready to see audits of specific spots when choosing whether to go to that particular spot. Having great surveys resembles having great input and advantages to the whole association all in all. The means in the Control Process are direct; first, you need to set the presentation and target benchmarks. You need to know where you need to go before you start a strategic. Second, you must have the option to gauge the real execution. You began the crucial, recognize what the norms are, presently are you meeting those desires. Third, contrast the real execution of people and the targets and principles. The right activities as required which can go on until the end of time. Without these means how might anybody measure how well they are getting along or how well their organization is getting along. We didn't need to set the benchmarks as they are as of now set up yet we have our own gauges that we should meet.

6. The feedforward, concurrent, and feedback controls affect the outcome of the work at an organization. The feedforward control ensures there is clear direction regarding the work to be done. The concurrent control focuses on the work as it is being completed. The feedback control is a refection of the work that was completed (Schermerhorn, 2014). These three controls boil down to excellent communication and supervision that will result in quality outcome of work. At my organization we have a large amount of freedom and the supervisor can not be at every area of work. To ensure the work is quality the primary control is the feedforward to ensure all employees are on the same page and understand their mission for the day. If a supervisor is seeing issues with the work the concurrent control will allow them to take time to work with an employee and correct issues om the spot.  Feedback is also important for employees at my organization to know where they are strong and where they need work.  The solid communication occurs when all three are used properly together and an employee has set goal, oversight, and a chance to be critiqued.