Organizational Culture for Jeri Caldwell at MOEX Inc CEO s Dilemma

Introduction

Jeri Caldwell at MOEX Inc CEO s Dilemma is a large scnale company with many employees; the company treats its employees as an asset. The aim of the Jeri Caldwell at MOEX Inc CEO s Dilemma organisational culture is to create a positive work culture, and to achieve this aim, the company is making continuous improvements. The company encourages communication, fairness, teamwork, risk-taking and creativity. The organizational culture of Jeri Caldwell at MOEX Inc CEO s Dilemma has an open-door policy, and feedback from all the employees is encouraged. Jeri Caldwell at MOEX Inc CEO s Dilemma is now planning to expand its operations in other countries; to do this, they have to come up with strategies that are aligned with the company's vision and the culture of the host country.

Characteristics of organisational culture

1. Innovation (Risk Orientation)

Innovation is the mainstay of Jeri Caldwell at MOEX Inc CEO s Dilemma; the culture at Jeri Caldwell at MOEX Inc CEO s Dilemma encourages innovation and risk-taking. They trust their employees to come up with innovative and new ideas. Jeri Caldwell at MOEX Inc CEO s Dilemma realizes the importance of innovation, and the company's culture promotes innovation, which means that the company encourages its creative employees to add creativity to their performance. Innovation is nurtured when the employees' organizational culture and personal characteristics focus on creative and innovative ideas (Scott & Bruce, 1994).

2. Attention to Detail (Precision Orientation)

Jeri Caldwell at MOEX Inc CEO s Dilemma puts effort and attention to detail when it comes to designing a new product or to design policies for the employees to create a positive culture. Jeri Caldwell at MOEX Inc CEO s Dilemma gives the right amount of attention to detail, as low attention to detail can result in a lack of systematic processes and can also impact quality and productivity (Miron, Erez, & Naveh, 2004). Also, too much attention to detail could detract the attention needed from the resources to generate new and innovative ideas; hence Jeri Caldwell at MOEX Inc CEO s Dilemma keeps an optimal approach towards attention to detail (Miron-Spektor, Erez, & Naveh, 2007).

3. Emphasis on Outcome (Achievement Orientation)

The company gives flexibility to its sales force to do whatever they want to do to generate sales, and the Jeri Caldwell at MOEX Inc CEO s Dilemma is focused on the outcomes. Jeri Caldwell at MOEX Inc CEO s Dilemma emphasizes goal and achievement accomplishment. The company measures the success and performance of the employee through the achievement of goals. According to research, companies like Jeri Caldwell at MOEX Inc CEO s Dilemma hold their managers and employees accountable for the success of the company, and such companies do build systems that reward employees. Companies that have a performance-oriented culture tend to perform better than those companies which are lacking in creating such a culture (Nohria, Joyce, & Roberson, 2003).

How to promote a positive work culture

Jeri Caldwell at MOEX Inc CEO s Dilemma continuously promotes a positive work culture for its employees. Because of this, the company has initiated an employee recognition program. Also, the company focuses on diversity and inclusivity. Jeri Caldwell at MOEX Inc CEO s Dilemma gives respect to their employees, and they encourage their employees to respect their colleagues. The company has zero-tolerance policies against harassment, abuse and discrimination. Positive culture plays an important role in the success of any organization (Heinz, 2021).

Four Types of Organizational Culture

1. Clan Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma prioritizes communication with its employees, and the company also tries building a culture where all employees will feel like family. But as Jeri Caldwell at MOEX Inc CEO s Dilemma is a big company, it's difficult for them to focus on maintaining clan culture. However, clan culture will help companies promote employee engagement (Heinz, 2022).

2. Adhocracy Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma is a big company, and they offer multiple products. The company focuses on innovation and appreciates employees innovating and developing new ideas. Also, they are risk takers as they have realized that the competition in the market is tough and to stand out, they should focus on innovation. Jeri Caldwell at MOEX Inc CEO s Dilemma follows an adhocracy culture. This type of culture helps the company to generate profits, and also it keeps their employees motivated (Heinz, 2022).

3. Market Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma doesn't appreciate such a culture, as in this type of culture, the focus is just on profitability. This type of culture creates a barrier between the employee and the leaders (Heinz, 2022).

4. Hierarchy Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma discourages this type of culture. As in a hierarchy culture, the company has to be rigid in terms of rules, and this type of culture doesn't encourage the employee to give feedback (Heinz, 2022). Jeri Caldwell at MOEX Inc CEO s Dilemma has a very flexible culture, which focuses on communication within the organization. Also, the company encourages creativity.

Hofstede's Model of Organizational Culture

1. Power Distance

Jeri Caldwell at MOEX Inc CEO s Dilemma focuses on reducing power distance. The company encourages communication, and they believe in an open-door policy. Any employee can directly reach out to the higher manager if they have any issues or if they have a new idea. Jeri Caldwell at MOEX Inc CEO s Dilemma tries to build a culture where employees respect their colleagues. Power distance is when the less powerful employees feel that they don't have equal powers as compared to people in the higher post (Hofstede, 2011).

2. Masculinity Vs. Femineity

Jeri Caldwell at MOEX Inc CEO s Dilemma operates in multiple countries; some countries are masculine, and some are not (Hofstede, 2011). But Jeri Caldwell at MOEX Inc CEO s Dilemma discourages such a model, and they focus on promoting femineity in the organization. To adopt femineity in the organizational culture, the company gives training to their employees and encourages women in leadership positions.

3. Individualism

Jeri Caldwell at MOEX Inc CEO s Dilemma operates in multiple countries, some societies have individualistic cultures, and some have collective cultures (Hofstede, 2011). The company tries to incorporate the collective culture at work, encouraging group activities and discussions. Also, when it comes to hiring, Jeri Caldwell at MOEX Inc CEO s Dilemma hire individuals who are team player.

4. Uncertainty Avoidance Index

Jeri Caldwell at MOEX Inc CEO s Dilemma has offices in multiple countries, and in some countries like far eastern countries, research has shown that in such countries, the score of the uncertainty avoidance index is higher and here, people are more emotional, and their inner nervous energy motivates them (Hofstede, 2011). Jeri Caldwell at MOEX Inc CEO s Dilemma is providing training to their employees so they will be able to deal with uncertain and unforeseen situations.

5. Long Term Orientation

Jeri Caldwell at MOEX Inc CEO s Dilemma focuses on creating a long terms relationship with their employees. The company focuses on this because they believe that by using this strategy, the employees focus on their work and efforts and they are not concerned with short-term gains (Hofstede, 2011).

Deal and Kennedy's culture model

1. Work hard/Play hard

Jeri Caldwell at MOEX Inc CEO s Dilemma tries to incorporate this sort of culture, they encourage employees to take risks on their own, and they also expect their employees to stay energetic and upbeat. Jeri Caldwell at MOEX Inc CEO s Dilemma gives freedom to their sales team to do what they need to do to get the task done. The company understands that the success of the company is not because of one individual. Instead, it's a team effort (Deal & Kennedy, 1983).

2. Tough Guy/Macho

Jeri Caldwell at MOEX Inc CEO s Dilemma strongly believes in teamwork and discourages this sort of culture. As such, culture demotivates employees and leads to high company turnover. This type of culture relies on individuals (Deal & Kennedy, 1983).

3. Process

Jeri Caldwell at MOEX Inc CEO s Dilemma doesn't fall into this type. Jeri Caldwell at MOEX Inc CEO s Dilemma the company does give feedback to its employees, and they encourage employees to take the risk. This type of culture is totally the opposite of Jeri Caldwell at MOEX Inc CEO s Dilemma's culture. Such cultures don't encourage risk-taking, and here the feedback is usually slow, which becomes a hindrance to the performance of employees (Deal & Kennedy, 1983).

4. Bet Your Company

Jeri Caldwell at MOEX Inc CEO s Dilemma doesn't fall in this category. As in Jeri Caldwell at MOEX Inc CEO s Dilemma, the result is immediate. Usually, in such cultures, the results take time. This type of culture usually exists in pharmaceutical, oil, gas and construction companies. At every decision-making stage, such a culture requires due diligence (Deal & Kennedy, 1983).

Charles Handy Model of Organization Culture

1. Power Culture

In a power culture, companies make decisions based on persuasion rather than on a rational base (Cacciattolo, 2014). Jeri Caldwell at MOEX Inc CEO s Dilemma doesn't encourage power culture, and they believe that decision-making should be done on the basis of facts and figures.

2. Role Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma doesn't have a role culture. Role culture is highly structured, and in such organizations, the power of an individual is decided according to their position rather than their expertise or skills (Handy, 1993). As mentioned earlier, the company encourages flexibility and communication and discourages rigid rules.

3. Task Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma has a task culture, and here the employees work in a team. Teamwork is encouraged by the company. Task culture encourages the completion of tasks, and in such organizations, the right employees are in the right positions (Handy, 1993). Jeri Caldwell at MOEX Inc CEO s Dilemma's hiring practices are fair, and the employees with the right skills and expertise are in the right positions; such practices motivate employees.

4. Person Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma is a well-known and big company. People dream of getting a job here. But personal culture is where the employees feel superior to the company, and this can vary from individual to individual (Handy, 1993). On a regular basis, Jeri Caldwell at MOEX Inc CEO s Dilemma conducts surveys, and the company has found out that 98% of the company's employees don't feel superior compared to the organization.

Schei's three distinct levels of organizational culture

1. Artifacts

Jeri Caldwell at MOEX Inc CEO s Dilemma has beautiful buildings in all the countries in which they operate. The company has a beautiful interior, and the company has multiple gaming rooms. The company focuses on the health and wellness of its employees, and for this, the company has a gym and an indoor swimming pool. Jeri Caldwell at MOEX Inc CEO s Dilemma offers breakfast and lunch to their employees. Elements of a company can easily be observed by people who are not part of the company (Burkus, 2014).

2. Values

Jeri Caldwell at MOEX Inc CEO s Dilemma has strong ethical values; the company believes in equality, and they have a zero-tolerance policy for discrimination based on gender or racism. The company encourages its employees to give feedback, and they treat each employee equally regardless of the position they hold in the company. The companies declare their values (Burkus, 2014); in the case of Jeri Caldwell at MOEX Inc CEO s Dilemma, the company has declared in its yearly report that they believe in equality.

3. Assumptions

At Jeri Caldwell at MOEX Inc CEO s Dilemma, the primary responsibility of the employees is to get the task done. At Jeri Caldwell at MOEX Inc CEO s Dilemma, the employees are not concerned about following a structure, the company has provided flexibility to their employees so they can focus on their responsibilities, and this is embedded in the minds of the employees, and sometimes it goes unnoticed (Burkus, 2014).

Harrison and Stokes' four core dimensions of organizational culture

1. Role

Jeri Caldwell at MOEX Inc CEO s Dilemma gives clear directions to their employees, and each employee knows exactly what outcomes are expected from them. The company believes that the employees will work better when they have clear goals. Also, company policies discourage any sort of micro-management (Sabri, 2004).

2. Power

Jeri Caldwell at MOEX Inc CEO s Dilemma believes in equality, and they, as mentioned earlier they have an open-door policy; the company doesn't encourage such type of culture. The company strongly believes that such cultures can hinder the company's success, and because of this, the employee will not be able to focus on creativity. The employees should feel free, so they will be able to work on innovation. In such a culture, employees are usually expected to be loyal and submissive (Sabri, 2004).

3. Achievement

The culture at Jeri Caldwell at MOEX Inc CEO s Dilemma is mostly result-oriented; the company drives to be the best among its competitors. The company focuses on innovation and creativity, and most of the time, Jeri Caldwell at MOEX Inc CEO s Dilemma sets trends in the industry. The company culture is easy to communicate within the organization. In such cultures, most opportunities are based on merit (Sabri, 2004).

4. Support Oriented Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma relies on employee feedback, and the company culture encourages employees to give feedback. This approach makes the employees feel valued. The company assumes that each employee the company wants to contribute to the company's success. Such culture creates a sense of belonging for the employees, and also it makes their connection strong with the company (Sabri, 2004).

Factors that Shape an Organization's Culture

Jeri Caldwell at MOEX Inc CEO s Dilemma realizes that the most important factor in shaping the culture of an organization is the leadership of the organization, communication, innovation and teamwork. The company makes every effort to improve its culture. The company ensures that each and every individual working at Jeri Caldwell at MOEX Inc CEO s Dilemma feels motivated and satisfied. The company strongly believes in innovation, and they encourage taking feedback from their employees so they will be able to improve the company in many ways. Jeri Caldwell at MOEX Inc CEO s Dilemma treats its employees with respect and fairness; employees of any organization play a major role in shaping the culture of an organization (Shrm, 2022).

Creating and managing the organizational culture

1. Hiring Practices

Jeri Caldwell at MOEX Inc CEO s Dilemma strongly believes in fairness, and they make every effort to hire employees through a fair recruitment process. The company tests employees on multiple competencies, and the recruitment process consists of three steps. If the employees feel that the hiring process is unfair, they will lose their morale. Also, fair employment will help Jeri Caldwell at MOEX Inc CEO s Dilemma to enhance its brand image (Chas, 2013).

2. Employee Programs

Jeri Caldwell at MOEX Inc CEO s Dilemma regularly arranges employee programs. The company focuses on training and development for employees. To maintain a healthy culture, the company continuously works on its employee program to motivate its employees. By providing employees with the tools that they need, the company ensures their productivity (Usanmaz, 2022). Company encourages their employees to take part in employee programs so the employees will be able to work on their strengths and weaknesses. Such programs will not just increase the productivity of the company, but they will be beneficial for the employees as well.

3. Performance Management Program

Jeri Caldwell at MOEX Inc CEO s Dilemma organizes a performance management program on a regular basis to keep its employees motivated and to ensure the company's productivity. Creating programs to improve the performance of employees will help Jeri Caldwell at MOEX Inc CEO s Dilemma to increase its effectiveness and productivity (Valamis Group, 2022).

4. Rewards and Recognition

Jeri Caldwell at MOEX Inc CEO s Dilemma treats its employees as an asset. The company organizes annual events to reorganize the performance of its employees. To their high achievers, the company offers rewards like a car, cash amount and trips with their families. Such rewards motivate the employees. According to research, those employees who believe their efforts are being recognized tend to perform better (Employee Benefits, 2020).

Importance of a positive organizational culture

Jeri Caldwell at MOEX Inc CEO s Dilemma realizes the importance of creating positive work culture. According to numerous kinds of research, the culture of an organization is its core component, and it helps the company to gain a competitive advantage (Pringle & Kroll, 1997). Also, researchers have claimed that a strong culture improves a firm's performance by facilitating consistency through internal behaviour (Sørensen, 2002). For Jeri Caldwell at MOEX Inc CEO s Dilemma to build a positive culture, the company has to work on enhancing satisfaction, productivity and motivation (Martin, 2004).

Leadership at Jeri Caldwell at MOEX Inc CEO s Dilemma

Jeri Caldwell at MOEX Inc CEO s Dilemma focuses a lot on its leadership. On a regular basis, the company organizes conferences and seminars for their employees to understand leadership which is aligned with the company's vision to create a positive work culture. Leadership decisions need to be aligned carefully; if these decisions are not taken care of with respect to the cultural implications, then they can supersede the predicted culture (Warrick, 2017). The company is making extra efforts to ensure that its leadership is according to the culture of the company.

Role of leadership in promoting a positive organizational culture

Their leadership is extremely important for Jeri Caldwell at MOEX Inc CEO s Dilemma, and the company works continuously to improve its leadership practices. The company realizes that leadership can play an important role and is like a mediating force for change and innovation (Lin & McDonough III, 2011). The research shows that successful leaders are those who are able to manage complex situations. Effective leaders have the ability to perform complex and multiple roles (House & Aditya, 1997).

Role of Employees in creating a positive organizational culture

Jeri Caldwell at MOEX Inc CEO s Dilemma treats its employees as an asset to the company. The company believes in making its employees satisfied at work. The company also encourages its employees to maintain a healthy work-life balance. The company offers competitive salaries to ensure that its employees feel motivated. Jeri Caldwell at MOEX Inc CEO s Dilemma realizes the fact that employees play a critical role in the culture of the company; to create a positive culture, they must keep their employees happy. Jeri Caldwell at MOEX Inc CEO s Dilemma motivates its employees through rewards, as the company knows that recognition and rewards play an important role in creating a positive work culture (Engagedly, 2022).

Global Issues related to organizational culture

As the company is operating in multiple countries, the company is planning to expand its operations in new locations. Jeri Caldwell at MOEX Inc CEO s Dilemma need to create an organizational culture that is aligned with the company's vision and with the culture of the host country. The emerging times have made it possible for companies to expand and hire people from other countries (Contributor, 2021). But this comes with certain challenges, and cultural problems can slow down productivity.

Challenges for Jeri Caldwell at MOEX Inc CEO s Dilemma concerning organizational culture

The major challenge for Jeri Caldwell at MOEX Inc CEO s Dilemma concerning the organizational culture is adapting to the culture of host countries when they expand their operations in new locations. The company will face a lot of challenges. The company should stick to its core values and incorporate the values of the host country according to the people living in these places. The company needs to change a bit to cope with global competition.

Conclusion

Jeri Caldwell at MOEX Inc CEO s Dilemma has been doing really well among its competitors. The company encourages creativity and innovation. Innovation help Jeri Caldwell at MOEX Inc CEO s Dilemma to gain a competitive advantage in the industry. The company's culture focuses on employees' mental health and work-life balance. Also, the company's approach is to make sure that each employee in the company feels valued. The company takes feedback from its employees so they will be able to work on their weaknesses and improve the productivity and effectiveness of the company. The company aims to make its employees feel satisfied and motivated. Also, the company has strong ethical values, like Jeri Caldwell at MOEX Inc CEO s Dilemma has a zero-tolerance policy for discrimination based on gender or race. Jeri Caldwell at MOEX Inc CEO s Dilemma encourages risk-taking, creativity, respect, teamwork and communication among their employees.

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