Assignment Question
Assignment: Globalizing for Growth Ultimately, having the ability to understand and contribute to a positive organizational culture is key in today’s workforce. Those who can add value in this area will be able to grow, develop, and lead in their organization. The following Course Outcome is assessed in this assignment: MT302-6: Analyze organizational structure and culture in an organization. You previewed this assignment in Unit 9, now is the time to finish up your response and submit it to the Dropbox. Based on the reading and learning activities regarding leadership, culture, values, and organizational structure, you will apply what you understand to a company trying to unite into a viable structure and culture. Read the fictional scenario and address the checklist items. Scenario (fictional): BOT Inc. is a robotics software company with 100 employees located in Austin, Texas, in the United States. Up until now, the culture has been fairly strongly established as a rigid culture with detailed policies and procedures. Everyone has an explicit job description. The company hires mostly locals, and only directors make any important decisions. The company has had a formal code of ethics, but it has not been enforced. As a result, there have been increasing incidents of personnel doing consulting work for other companies outside of work hours. The CEO is concerned that their robotics software could be compromised. Lately, as the company’s software has been increasingly sought out by robot-producing companies around the globe, the CEO realizes it is time to reimagine a more diverse, inclusive, and global company, while adhering to an ethical code of conduct with uniform responses to infringement. The CEO knows they will soon need to hire at least another 20 sales staff and additional software developers to address this increasing global demand. The CEO wants to restructure the company while keeping company costs down as much as possible. Help BOT Inc. address the problems by completing the checklist items. View the company’s current organizational structure. Address the following items in your submission: Checklist: Identify the characteristics needed to implement a shared ethical culture and explain the identified characteristics will help the organization. Explain how the ethical culture will be affected by the global context. Describe some of the global implications, using the competing values framework in analyzing the situation. Analyze the current organizational structure and identify at least three key questions the executives need to answer in order to create the most effective and suitable organizational structure and culture. Explain the importance of ethical leadership involved in implementing a new organization structure. Suggest a possible new structure based on the learning activity. Name the structure. Provide an overview of the structure. Describe why the structure was selected. Submit your 3- to 4-page paper with additional title and reference pages in current APA format and citation style to the Unit 10 Dropbox. Company’s current organizational structure: There are two V.P.’s one for finance and one for human resources. An accountant reports to the budget manager who reports to the V.P. of Finance and a recruiter reports to the V.P. of Human resources. Then reporting to the two V.P.s and CEO are 4 directors. The director of production has 10 robot maintenance engineers (maintain the robots once on client site), 20 robot engineers (they design al parts), and 10 software engineers (who program the robots) all reporting to him. The director of marketing has 4 marketing staff and 4 marketing designers reporting to her. The director of sales has 2 assistants, 12 industrial sales staff and 14 medical sales staff reporting to her. The director of customer services has a customer services manager reporting to him and he in turn has and 14 call center customer service staff reporting to him.
Assignment Answer
Abstract
This paper delves into the case of BOT Inc., a robotics software company aiming to transform its organizational culture and structure to accommodate global expansion while maintaining a strong ethical code. In this analysis, we identify the characteristics required to implement a shared ethical culture and discuss their impact in a global context (Treviño & Nelson, 2018). We also employ the competing values framework to explore the global implications of these changes (Cameron & Quinn, 2011). Furthermore, the current organizational structure is scrutinized, with an emphasis on three key questions executives must answer to create an effective structure and culture. Ethical leadership’s pivotal role in this transformation is highlighted, and a new organizational structure is proposed, along with a rationale for its selection.
I. Introduction
The business landscape today demands organizations to adapt rapidly to global opportunities and challenges. This necessitates not only structural changes but also a shared ethical culture that guides decision-making and behavior (Treviño & Nelson, 2018). BOT Inc., a robotics software company, seeks to evolve from its rigid, local-centric culture into a global, inclusive, and ethical organization. This paper analyzes the characteristics required for this cultural shift, the global implications, questions surrounding the organizational structure, and the role of ethical leadership. It also proposes a new structure for BOT Inc.
II. Characteristics of a Shared Ethical Culture
Implementing a shared ethical culture involves fostering a set of essential characteristics within an organization. To facilitate this transformation, BOT Inc. should emphasize transparency, accountability, integrity, and open communication (Treviño & Nelson, 2018). Transparent policies and decision-making processes will encourage trust among employees and stakeholders, while accountability ensures that everyone is responsible for their actions. Integrity should be the cornerstone of the company’s operations, guiding employees in their conduct and decision-making. Open communication channels promote the exchange of ideas and concerns, fostering a culture where ethical discussions are encouraged. By implementing these characteristics, BOT Inc. can build a strong ethical foundation.
Transparency is key in building trust within the organization (Treviño & Nelson, 2018). This involves clear and open communication regarding company policies, decisions, and expectations. When employees are aware of how decisions are made and why, they are more likely to trust the organization’s intentions. Accountability goes hand in hand with transparency, as it ensures that individuals within the organization are responsible for their actions (Treviño & Nelson, 2018). When employees know they will be held accountable for their behavior, they are more likely to act in an ethical manner. This is particularly important when expanding globally, as it helps maintain consistent ethical standards.
Integrity should be the foundation of the organization’s culture (Treviño & Nelson, 2018). This means that all employees, from top management to entry-level staff, should act with honesty and adhere to ethical principles. It involves doing what is right, even when no one is watching. When integrity is embedded in the culture, it becomes a part of the organization’s identity. Open communication encourages employees to voice their concerns, ask questions, and engage in ethical discussions (Treviño & Nelson, 2018). This is particularly important in a global context where cultural differences and diverse perspectives can lead to ethical challenges. Encouraging open communication ensures that ethical concerns are addressed promptly.
III. Impact of Ethical Culture in a Global Context
In the global context, an ethical culture becomes even more vital. When BOT Inc. expands internationally, it will encounter diverse cultures, values, and legal frameworks (Treviño & Nelson, 2018). A shared ethical culture provides a unifying force that helps the company navigate these differences. It ensures that ethical standards are consistent across borders, reducing the risk of unethical practices and legal complications. Ethical behavior can be a selling point, attracting global clients and partners who prioritize ethical business conduct. Additionally, it minimizes the chances of intellectual property theft, as employees are less likely to engage in unethical activities.
Global expansion often means dealing with various cultural norms and legal systems. A shared ethical culture serves as a compass that guides employees in making decisions that are consistent with the organization’s values and principles. This consistency can be a competitive advantage, especially when dealing with international clients and partners who seek reliable and ethical business relationships.
IV. Global Implications Using the Competing Values Framework
The Competing Values Framework, developed by Cameron and Quinn, is a useful tool for assessing organizational culture and identifying implications for change (Cameron & Quinn, 2011). When applied to BOT Inc., the shift from a rigid, hierarchical structure to a more diverse and inclusive culture aligns with the Collaborate and Create culture archetype. This encourages innovation, adaptability, and a focus on long-term goals, essential for global growth. However, the company must strike a balance with the Control and Compete culture archetype to ensure accountability and efficiency.
The Collaborate and Create culture archetype encourages innovation and adaptability, both of which are critical for a company seeking global growth. In this culture, employees are encouraged to collaborate across departments and functional areas. This promotes the exchange of ideas and the development of creative solutions to complex challenges. With global expansion, the ability to adapt to diverse markets and customer needs becomes paramount. This culture archetype is aligned with the idea of a diverse, inclusive, and ethical organization.
However, it’s essential to maintain a level of control and competitiveness. The Control and Compete culture archetype emphasizes efficiency and accountability. In a global context, the company needs to ensure that its operations are streamlined and that there is accountability for actions taken (Cameron & Quinn, 2011). This can help prevent ethical lapses and ensure that the organization complies with local and international laws and regulations. Striking a balance between the Collaborate and Create culture and the Control and Compete culture is vital for BOT Inc.’s success in the global market.
V. Analyzing the Current Organizational Structure
The current organizational structure at BOT Inc. is hierarchical and departmentalized. There are two V.P.s for finance and human resources, with directors responsible for different departments. The director of production oversees robot engineers and software engineers, while the director of sales manages industrial and medical sales staff. This structure can be problematic for global expansion. To address this, executives must answer three key questions:
- How can we decentralize decision-making to respond to global market nuances?
- What structural changes are needed to ensure an inclusive and diverse workforce?
- How can we streamline communication and collaboration between departments and global offices?
VI. Importance of Ethical Leadership
Ethical leadership is crucial during the transition. Leaders should model ethical behavior, communicate the importance of ethical conduct, and hold employees accountable for ethical violations (Treviño & Nelson, 2018). They must inspire trust and create an environment where employees feel safe reporting unethical behavior. Ethical leaders not only guide but also empower their teams to make ethical decisions. Without ethical leadership, the implementation of a new organizational structure and culture may falter.
VII. Proposed New Organizational Structure
To align with the shift towards a more diverse, inclusive, and ethical culture, we propose a matrix organizational structure for BOT Inc. The new structure, called the “Global Innovation Network,” combines functional departments with cross-functional teams. This structure enhances flexibility and collaboration across departments and geographical locations. Functional departments will be responsible for day-to-day operations, while cross-functional teams will address global initiatives and challenges. This structure was selected for its ability to foster innovation and adaptability, essential for global expansion.
The Global Innovation Network structure offers several advantages. First, it allows for decentralized decision-making, which is critical for responding to global market nuances. Each functional department can make decisions that are most appropriate for their area, while cross-functional teams can handle overarching global initiatives. This structure encourages innovation and adaptability, as cross-functional teams bring together individuals with diverse perspectives and expertise. It also streamlines communication and collaboration, as team members work together to address global challenges and opportunities.
VIII. Conclusion
BOT Inc.’s journey towards global growth with an ethical and inclusive culture requires a comprehensive approach. The implementation of a shared ethical culture with characteristics such as transparency, accountability, integrity, and open communication is pivotal (Treviño & Nelson, 2018). This culture’s impact in a global context is significant, ensuring consistency in ethical standards and reducing the risk of unethical practices. Using the Competing Values Framework (Cameron & Quinn, 2011), BOT Inc. can balance innovation with control as it expands globally. A new organizational structure, the “Global Innovation Network,” is proposed to facilitate this transformation. Ethical leadership plays a critical role in guiding the company through this transition. As BOT Inc. prepares for the future, these changes will position it for success in a globalized world.
References
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons.
Treviño, L. K., & Nelson, K. A. (2018). Managing Business Ethics: Straight Talk about How to Do It Right (7th ed.). Wiley.
Frequently Asked Questions
1. What is the Competing Values Framework, and how is it applied in the context of BOT Inc.’s culture transformation?
Answer: The Competing Values Framework is a model used to assess organizational culture. In the case of BOT Inc., it is applied to analyze the shift from a rigid culture to a more diverse and inclusive one, ensuring a balance between collaboration and accountability.
2. Why is an ethical culture essential for global expansion, and how can it help BOT Inc. in its international endeavors?
Answer: An ethical culture is vital for global expansion as it ensures consistency in ethical standards and reduces the risk of unethical practices. It can attract ethical partners and clients while minimizing the chances of legal complications.
3. Can you explain the concept of the “Global Innovation Network” organizational structure proposed for BOT Inc.?
Answer: The “Global Innovation Network” is a matrix structure combining functional departments with cross-functional teams. It enhances flexibility and collaboration, allowing decentralized decision-making and promoting innovation and adaptability.
4. How can ethical leadership contribute to BOT Inc.’s transition to a more ethical and inclusive culture?
Answer: Ethical leadership involves modeling ethical behavior, communicating the importance of ethics, and holding employees accountable. It inspires trust, creates a safe environment for reporting ethical concerns, and empowers teams to make ethical decisions.
5. What role does open communication play in fostering a shared ethical culture at BOT Inc.?
Answer: Open communication encourages employees to voice concerns, ask questions, and engage in ethical discussions. It ensures that ethical concerns are addressed promptly and helps maintain transparency and trust within the organization.
