Organizational Culture of Virgin Group Essay

1. Describe the enculturation of thoroughgoing(a) group by seven dimension of governance finale. organizational polish has been rund as the sh bed values, principles, traditions, and antecedentitys of doing things that influence the way organizational members scrap. Actually, it after part divided seven dimension of organizational gloss which atomic number 18 attention to detail, outcome orientation, people orientation, police squad orientation, aggressiveness, stability and founding and jeopardize of exposure taking, and now I go outing occasion these seven dimensions to describe the agriculture of pureal. The first dimension used in this culture of virgin is attention to detail. It is the degree to which employees argon expected to exhibit precision, analysis, and attention to detail.It is such a culture gives a competitive advantage to companies by service of work at them differentiate themselves from others. Like this article, the virgin airline has a lo t of competitors ex convince qualified 747airline. They provide heterogeneous crossways and the virgin airline put their selling tier to their services that their crews ar smiling, cheerful and pleased to help, let the passengers wanting to rainfly with them again. Also, the virgin America sweeps the travel awards for service and quality. Although their meanes argon new, with bang-up interiors and entertainment, the great service of its crews is what wins so many plaudits. Furthermore, they employ a general motorbus in the Caribbean.He tried to change the way things were d unity, discouraged the round from drinking their guests that reducing the module morale. As he didnt get hold of the degree on attention to detail, then he was beingness replacement. The se croupet dimension in this culture is people orientation. It is the degree to which solicitude decisions accommodate into account the effects on people in the organization. It emphases on one-on-one rights and expectation of treating people with respect and dignity. In this article, when the author was running Virgin Records, a member of the talent-scouting aggroup was stealing and selling boxes of records to local numberary shops.But he didnt fire the staff and just gave him a severe warning and a second chance. He expected the staff to learn from his mistake and get back to doing his job. As the experience of the author that he fell foul of the customs and excise people as trying to bring records into the UK. He was given a fine, a second chance and have tried to make the most of it ever since. This has do him much more accepting and forgiving of peoples mistakes. Also, the virgin airline treats their staff as family units and makes them feel that their company is their second home.They entrust hold parties in the weekend, make sure all the staff can participate the parties and help them fortify the sexual resemblanceship between staff and manager. That is how the virgin airlin e treating their staff. The third dimension in this culture is team orientation. It is a degree to which work is organized around teams rather than individuals. It is collaborative and emphases on cooperation among employees. In this article, the writer mentioned about how to be a nigh(a) attractor to lead people well. He said that a good loss leader must hump the team, its strengths and fragileness socializing and listen to the team is the lynchpin of being a good leader.A good leader can led their teammate well, can motivate the staff morale and build the relationship between the team. He also said that a ruffianly leader can destroy a business very quickly. As they employed a general manager in Caribbean who tried to change the way things were done. The manager discouraged the staff from drinking with guests that decreased the staff morale and broke the trust of management. So they replace the manager and construct the staff morale and the sense of managements trust which had been broken. The stern dimension in this culture is innovation and risk taking. It is the degree to which employees are encouraged to be innovative and take risk. through and through this article, Brett Godfrey showed his business plan to the author, which outlining the start-up of a low-cost carrier in Australia to take on Qantas and Ansett in their domestic market.He has expanded Blue and its sister airline to the unite States, New Zealand, Thailand and South Africa. The company give them brand support and the quadriceps to go build the new business themselves like Virgin Active. Also, Matthew Bucknall and pawl Reed had bought out both(prenominal) innovative head like the idea of a family-friendly health and fitness club in 1999. These planning and ideas are innovative, provided at the same time they need to take the risk on running the ideas and planning. In this article, we can find out quadruplet dimension of organizational culture.A top company must have strong or ganizational culture that employees are more loyal than weak organizational culture, creates a stronger employee commitment to the organization, and the strong organizational culture is associated with postgraduate organizational performance. Also, if the value of the culture is clear and widely accepted, employees can know what they are supposed to do and what expected to them, so they can act quickly to take care of problem.2. How culture affect the manager?A culture usually reflects the passel of organization founder. They go forth articulate the vision of what they want the organization to be. The small size of most new organizations makes it easier to tutor the vision with all organizational members. Also, organizational practices are also one of the impacts on culture. They can find out the information about the organization and determine the most suitable for organization through practices. The top management behavior has a major impact on culture too, that the march of top management can lead to undesirable outcomes. Organizational culture can divide into four types.They are open musical arrangements, human relation, national process and rational goal. A culture will predominately affect the bowl in four ways, which are controlling, leading, organizing and planning. In the leading of the management, the mangers are able to use democratic leadership style that allows employees participate in decision-making progress, but not only individuals in the open systems and human relation culture. Through these two types of culture, the mangers require visionary leadership, responsive behavior and also melt down to be participative, considerate and supportive.Also, the mangers in rational goal culture are also able to use democratic leadership style and ladder to be directive, goal oriented and functional. On the other hand, the mangers in the essential process culture will be more plausibly to use autocratic leadership style that they are tend to be ultraconservative and caution. In the planning of the management, they will more likely to take the risk of the plan in open systems culture in the large extent, which this culture is emphasis on creativity and innovation that the employee will have some innovative idea when planning. In rational goal and human relation culture, the manger will take risk on planning in the small extent. But in the inwrought process culture, the manger are not willing to take the risk on planning, which their company are conservative and cautious.In the human relation and open system culture, they will likely develop the plan by team, but the mangers will likely develop the plan by individual in the rest of the cultures. In the controlling of managers, the control system will be more waxy in human relation and open systems culture, which likely allow employees to control their own action. But in the rest of the cultures, the control system will be inflexible that the managers need their employees follow their rules and procedures. In the open system culture, the manager may able to take the risk to produce the product if exceeding the budget. On the other hand, the manager in internal process culture will prefer cutting the cost or will not produce the product rather than taking the risk to going the product into the market.In the organizing of the mangers, their employees can have more autonomy in their jobs in the human relation and open system culture, but less(prenominal) autonomy of employees in the rest of the cultures. Through the rational goal and internal process culture, they will be able done their task by individual rather than team.On the other hand, in human relation and open system, they will prefer to finish the task by team compare to individual and their manager will be likely being decentralization, that increase the decision-making authority of employees, but the rest of culture not. A culture will affect the mangers what they can or cannot do and how t hey manage. A good manger should know the culture of their companies deeply, that can help them to know what to do and not do and identify their role on managing a team or company.