(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
(BMAL 500 Organizational Behavior) – Assignment: Module 8: Reaction
Report 01 May 2022
Student
Saint Leo University
(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
A company, in my mind, that has a visible organizational structure is the Chrysler, LLC company
and more specifically the Jeep© brand. Jeep© has become a visible symbol of off-roading
adventure. Since its inception as a tough 4x4 vehicle designed, developed and pressed into
service for the military in World War II, Jeep© has become synonymous with the outdoor spirit
of adventure. Although the Jeep© has passed through different companies (AMC, Chrysler,
Chrysler Daimler and now Fiat’s ownership of Chrysler, LLC) Jeep© has remained steadfast in
providing a serious off road capable vehicle. Recently, the culture mindset has shifted to making
the Jeep© and specifically the Wrangler series rugged but comfortable in a “city environment”
with attention to detail on the inside of the vehicle. The organizational culture within the Jeep©
brand has always been about quality and branding. Jeep© has listened to its customers and has
evolved the Jeep for its customers. Another example is the change to the Jeep Wrangler power
train. With the addition of the Penstar© motor the Jeep Wrangler© added more MPG to its
vehicle. Although not the greatest fuel economy vehicle, it is recognized by its customers as a
start. As a result of Chrysler and Jeep’s organizational cultural mindset, Jeep posted large sales
in a depressed economy.
The organizational cultural mindset must be managed effectively if the company is going to stay
relevant and ahead of it competition. One leader that is undeniable in effective organization
culture management is Steve jobs. Steve Jobs has been involved in several companies, Apple©
being the most recent and synonymous with him. In every company he has been associated with,
the key to his success is the change through innovation that he brought to each of them. While at
Apple© Steve influenced the company’s success through aesthetics. He began with making the
computer small enough to be in every home to making the computers colorful and pleasing to the
eye. When Steve Jobs returned to Apple© the first thing he did was to narrow the focus on
(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
product development. By narrowing their aperture the company could focus on quality and
aesthetics. As an example Apple© went from 256 products in the developmental process to less
than 50 and reduced further to only a hand full of mainstream products such as computers, the
iPhone and iPad to name a few. Additionally, anyone that worked with Steve Jobs quickly
realized that he had a large ego. Apple© became a reflection of that ego and even after his death,
Apple© is poised to become one of the highest priced publically traded stock. As reported in The
Guardian, “Last week Apple's shares were worth $633.38 each – slightly more than a mid-
range iPad. A year ago they were changing hands at $341. At its current price Apple is valued at
$590.82bn (£372bn), making it the most valuable company in the world. At $1,000 Apple would
be worth nearly $1tn. No other company has been valued at anything like that price. "Apple
fever is spreading like a wildfire around the world," White said in his report.” (Rushe, 2012).
Reflecting on Edgar Schein’s idea on the shaping and reinforcement of organizational culture,
Steve Job’s became the face and symbol of Apple© and as so the company became a reflection
of him. Steve Jobs, “management style was as a demanding perfectionist who always aspired to
position his businesses and their products at the forefront of the information technology industry
by foreseeing and setting trends, at least in innovation and style.” (Wikipedia, 2012).
If I wanted to change my organization’s culture I would face staunch resistance. As a member of
the military, Organizational culture is steeped in tradition, rules and regulations. Idea’s such as
women serving in combat roles or serving aboard submarines and the latest cultural shift of Gays
and Lesbians openly serving in the military are examples of mindsets that are at the forefront of
change within our ranks. Although we as military members are obligated to follow orders we can
resist in a passive manner such as deciding to leave the military. This type of resistance would
have a detrimental effect on the military’s ability to field trained and ready troops. The keys to
(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
acceptance of organizational cultural policy shifts are education and leading by example.
Educating our troops on the increased capabilities of a wider manpower pool and dispelling
myths and cultural misconceptions is an important factor. Additionally, the leadership must
embrace the organizational culture and herald the culture shift as one that the organization would
be better for having. This two pronged approach will keep troops from showing their discontent
with their feet (i.e. leaving the military).
Given Schein’s three levels of organizational culture, it is my supposition that organizational
culture cannot be thoroughly defined by rigid standards. Although each organizational culture
can be analyzed using “Artifacts”, “Values”, and “Basic Assumptions” organizations are social in
nature. Let’s analyze Disney, for instance. Although Disney has its own organizational culture
the Japanese business model is slightly different then the American model and therefore the
organizational culture would reflect that of the Japanese model influenced by the Disney
organization. For instance, Disneyland in California and Disneyland in Tokyo will have the same
basic organizational culture. Both are centered on customer service and providing an air of
innocence through its image. The difference between the two is the manpower pool that it draws
upon. Americans and Japanese people are culturally different and therefore an American
attending Disneyland theme park in Tokyo would feel familiar surroundings (reflecting
“artifacts”: symbols, rites and rituals, etc) but within the organization (behind the scenes in the
corporate office) the organizational culture will be modified in such a way as to reflect the
Japanese business model. With this understanding, organizational cultures are manageable and
can be changed to reflect both the company’s goals as well as the social fabric of the persons that
make up its ranks. The bottom line for any business is to make a profit and in order to make a
profit a company must be successful through marketing and work harmony. A company which is
(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
well known to the public such as Disney, McDonalds or Apple must have an organizational
culture that institutes both cohesion and harmony within the company as well as branding. This
will ensure the companies are successful no matter the social fabric of the country that supports
the companies manpower needs as well as the patrons of their product.
(MBA 530 Organizational Behavior) – Assignment: Module 8: Reaction Report
REFERENCES
Nelson, D. and Quick, j. eds. (2011) Organizational Behavior: Science, the Real World and you.
7th ed. Mason: South-Wester Cengage Learning, ch 13-14
Unknown. (2012) Huge demand forces jeep plant to skip summer break. CBS News, [online] 30
April. Available at: http://www.cbsnews.com/8301-505164_162-57424283-10391734/huge-
demand-forces-jeep-plant-to-skip-summer-break/ [Accessed: 1 May 2012].
eweek.com (2010) Apple's Corporate Culture: 10 Lessons for Staying in Steve Jobs' Good
Graces. [online] Available at: http://www.eweek.com/c/a/IT-Infrastructure/Apples-Corporate-
Culture-10-Lessons-for-Staying-in-Steve-Jobs-Good-Graces-825505/ [Accessed: 01 May 2012].
Rushe, D. (2012) Apple's share price overtakes Google as it is forecast to be first $1tn company.
The Guardian, [online] 6 April. Available at:
http://www.guardian.co.uk/technology/2012/apr/06/apple-share-price-google [Accessed: 1 May
2012].
Wikipedia (2012) Steve Jobs. [online] Available at: http://en.wikipedia.org/wiki/Steve_Jobs
[Accessed: 01 May 2012].
Tnellen.com (1997) Schein's Organizational Culture & Leadership. [online] Available at:
http://www.tnellen.com/ted/tc/schein.html#mech [Accessed: 4 May 2012].
Geert-hofstede.com (2011) Japan - Geert Hofstede. [online] Available at: http://geert-
hofstede.com/japan.html [Accessed: 4 May 2012].
Lori McTavish, Shawn Morgan (2012) Chrysler Group LLC Announces Organizational
Structure Focused on Chrysler, Jeep®, Dodge and Mopar® Brands. [press release], June 10,
2009.
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