Ideo organizational culture

Organization culture and design

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MGT/521

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Introduction

Every organization has its own distinct culture which differs from other organizations

Organizational culture is termed as shared beliefs, values and norms

Cultures have strong influence on behavior of individual in an organization

Strong organizational culture enhance goal alignment, high level of staff motivation and better ideas from the past

IDEO company case study has been used to transform various company cultures

Organizational culture can be termed as the underlying values, beliefs and assumptions that create a unique psychological and social environment in an organization (Amabile, Fisher and Pillemer, 2014). Organization cultures tend to influence the behaviors and operations of the employees. They dictate the behaviors and ability of an organization to achieve their goals during operation. Successful companies are able to instill certain values that define their operations. A strong organizational culture is essential to the employers because it ensures that the staff is engaged and motivated to actively participate in the mission and goals of the company. Ideally companies that have strong culture have the ability to give better performance results and effectiveness.

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IDEO organizational culture

IDEO has a “collaborative help” culture

Tim brown aims at cumulative excellences through innovation, consistent improvement and internal collaboration

IDEO concentrates on innovation and helping others as well help seeking

IDEO focuses on value flexibility and internal focus rather than control and stability

Their culture emphases are on collaborative efforts among their employees to attain their goals

The company maintains a working environment in which consistency among employees accomplish the company objectives

Collaborative help culture aims at cohesion and internal improvement . Through fostering the internal collaboration demands and commitment to innovation, the company is able to maintain their values and norms hence motivating their employees (Cameron and Quinn, 2011). Their culture is designed in a way that they are able to help others have successful business and assist their employees in management of their projects. The design of their culture is based on help giving and help seeking which facilitates the firm’s success. Creative culture has allowed the company to tackle their problems and making it more flexible to develop their innovation skills

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Techniques of embedding organizational culture

Building essential habit in minds through helping behavior

Recruiting innovative talent

Communicating effectively about the desired culture

Celebrating mistakes

Building a diverse team

Forming inclusive leadership

Building habits in the minds of employee through helping them understand the efficiency of the culture and demonstrating to them effectively promotes establishing of a culture. Embedding culture requires the company to ensure that their leaders are creative and that they have enhanced experience and act as role models in order to ensure that they prepare staff for new initiatives. The company aims at helping others ad therefore celebrates mistakes in order to effectively enhace improvements. This is essential in establishing a new initiative in the company.

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IDEO organizational structure

IDEO has a flat organizational structure to enable more communication between leaders and workers.

IDO has a human centered approach design (design thinking)

The company has a structure that maintains possibilities on technological innovations and the needs for business success.

The management is delegated to help the employees in projects to support the company values

They set expectations for their employees at the management level

The structure of a company has n impact on the failure and success of a company. IDEO has used flat structure which has enabled the leaders to effectively communicate with employees. The flat management structure eliminates all the middle level and low level managers. Tim Brown asks the employees frequently about their perceptions about a certain decision and ensure that what has been established is efficient. The organization ensure that the management has been delegated responsibilities to support the employees. This structure of management is important in motivating and ensuring that employees are satisfied with the management. It also enables improvement of skills and elevates innovation and more ideas to due ability of the employees to effectively use their skills.

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Implementing IDEO culture

Implementing IDEO culture in the company will successfully align with the objectives of the company.

The culture will quickly demonstrate an effective impact on the performance of the company

Implementing IDEO’S culture will contribute to a creative thinking design

Rewarding employees for their creativity will build a collaborative culture

IDEO culture will link behaviors with business goals.

Implementing IDEO culture in the company will successfully align with the objectives of the company. This culture will create a foundation for an innovative and creative team of employees. Change of behaviors in the organization will impact the performance positively (Alvesson and Sveningsson, 2015). The culture supports innovation and implementation of a culture that is collaborative. The company will be able to maintain an environment of new ideas and design thinking as an innovation strategy.

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Implementing IDEO culture (cont...)

Changing the culture of an organization is difficult.

During implementation the following is essential:

Understanding the current culture

Changing at the right time

Valuing diversity

Understand barriers of culture change

Recognize the relevance of implementation

Give the culture some time to be implemented

Changing an organization culture is difficult because the culture is considered as the DNA of an organization. Therefore, changing the culture of an organization has been considered as the most difficult leadership challenge (Brown, 2009). The culture of an organization are the interlocking values, role and set of practices and attitudes. For a company to embrace change of organizational culture, they need to understand the current culture to ensure in order to implement what is more beneficial and meaningful to the company. Change requires learning the right time to implement in order effectively implement the change while understanding the problems and barriers that are associated with the change of culture. These recommendations are essential to integrate organization culture.

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Mechanisms for Culture Change

Diffusion-Exchange of culture norms, values, beliefs and behaviors

Acculturation-learning of both cultures and mixing the cultures.

Independent invention-The process generating new ideas that will solve problems within adopting the culture

Cultural Globalization-Transmission of meanings, ideas, beliefs and values for consumption of cultures

Cultural convergent-Ensuring that both cultures are more alike or similar and that their interactions increase efficiency

Mechanism for culture change are efficient for borrowing a culture that belongs to another organization (Jones, 2012).These mechanisms will facilitate introduction of change into the new culture. Through the mechanisms, adopting the new culture will be easier. Aligning the current culture with the new culture and ensuring that the process of generating the new ideas. The mechanisms will clearly align and define the business goals and determine the impacts of the strategy of changing the culture. These mechanisms will generate a positive change in the company’s culture.

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conclusion

IDEO is one of the winning innovative and culture design company

Applying IDEO culture will be essential for better performance

Successful implementation of the culture will facilitate creative ideas in the company

Collaborative culture is essential for human centered approach in the company

Therefore, shifting the culture to IDEO culture is recommendable for the company

IDEO has been know of creative thinking and culture design company that has been essential in the performance of the company. Through applying the IDEO culture, the company will successfully implement human centered approach. Therefore, through mechanisms of culture change, the company can rely on IDEO culture which has benefited other company's in their operations and management.

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References

Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.

Jones, G. R. (2012). Organizational theory, design, and change: Texts and cases. Pearson Higher Ed.

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Brown, T. (2009). Change by design.

Amabile, T., Fisher, C. M., & Pillemer, J. (2014). IDEO’s Culture of Helping. Harvard business review, 92(1), 54-61.

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