Introduction
Culture can be defined as a progressing set of collective values, beliefs, and attitudes. It means what governs human behavior. Therefore, Organization Culture is a system of mutually shared assumptions, ethics, beliefs, norms, and values that govern the behavior of people within the organization. Usually, the culture in every organization such as church, club, business, and companies determines how the members act, perform, and dress in their duties. Organization culture of any business or company constitutes of attitudes, values that dictate the way stakeholders and workers contribute and act for the firm. The culture plays a role in business success and serves as a valuable tool in promoting unity and teamwork. This paper analyzes Organization culture in AT&T Wireless. The paper analyzes the organization cultural data collected along three different dimensions. These three-dimensional aspects utilize in this article include values, artifacts, and underlying assumptions. Furthermore, the paper gives behavioral, speech and symbolic examples based on the analysis finding.
Firstly, it is important to note that organization culture is very important in every successful organization. The cultures practice by an individual organization plays a very vital role in the coordination of employees and general stakeholders. For instance, they are the sole motivators as they encourage employees to work in different ways towards achieving specific goals. It helps people within an organization workplace to work together as a team. There are various types of organization culture. Although they exist in different forms, there is no one of this types of culture is universally important or better compared to the other. Rather they are all important and suitable for different workplaces and different kinds of organization. Some example of these cultures includes competitive culture, controlled culture, creative culture and collaborative culture among others.
Observation
Interviews
In evaluating and collecting data on the organization culture, interviews were carried out. In the personal interviews, people within the organization were asked the various question concerning AT&T Wireless Company and different response on the same were obtained. The question in the interview with the peoples included employees’ evaluation and promotion, organization ideas, beliefs and values of the stakeholders, the organization reputation, or image in the market and organization implementation plans. The interview considered people and the business stakeholder’s views since it gives crucial insights and deep context on the culture based on experience and practices. It also played a prominent role in the gathering of quotes and story concerning the organization.
Surveys & Questionnaires
Data collection of survey and questionnaires was considered. This form of data collection was very reliable since the majority of the targeted people in the survey were familiar with the survey. This method enabled gathering data from a large number of individuals in the AT&T Wireless Company organization. Due to this factor, the administration of questionnaires and survey materials becomes inexpensive. In some organization, giving or sharing out organization information is prohibited unless with knowledge of the management. Therefore, some workers and junior staff may not be free and open in disclosing business operational practice and culture. However, utilization of questionnaires and survey ensures privacy is upheld. In normal circumstances, the majority of people feel more comfortable responding to interviewers in data collection compared to taking part in interviews. Furthermore, when tabulating information from this form of data collection, closed-ended responses obtained in questionnaires made it easier and straightforward hence reducing the chances of evaluator biased and unclear responses.
Following the complete data collection conduction, the response concerning AT&T Wireless Company culture practices on values, artifacts, and underlying assumptions were obtained. The process of collecting data involves the company’s stakeholders consisting of hundreds of employees, managerial and clerical staff. The employees and administrative staff participated in the survey and interviewing process in collecting vital information concerning the AT&T Wireless organization. Through the data collection by use of various forms of data gathering, responses were obtained, which helped in the analysis of organization culture and the direction its improvement. The majority of the organization are rarely characterized by a single form of culture. This is the similar occurrence in AT&T Wireless Company. The different organization usually tends to adopt themselves to favorable cultural conditions in response to environmental challenges and changes. Culture influences the success of the business organization.
Many business organizations carry themselves in line with their line of missions and goals. The same implies in AT&T Wireless limited. The company delivers advance and smart services for people and businesses. In the company, stakeholders and organization members tend to embrace changes with the aim of fulfilling organizational strategic plans. From its aims and goals, the analysis in the data collection based on member's values, beliefs, and participation in their work, cultural insights are the key reason behind awareness of change in the organization.
In the underlying assumptions, it is a fact that all the members of an organization should have the ability to influence in decision-making. AT&T Wireless company leadership encourage members involvement in coming up with an important contribution to the organization. In many organization cultural practices, members are usually encourage and motivated to maintain utmost faith and group loyalty in mainstreaming organization success. Another anticipation form of organization expectation is for members to represent the good image to the public. This is seen when the authors say that " the extent to which the physical layout of the organization is public, private, or a mix of both should be well be represented.”.
In the organization, some members say that through the organization culture, behaviors, undertakings, and incompetence cases have been regulated. Therefore, towards achieving goals and success of a business organization, stakeholder, workers, and management are subjected to various values that encourage and promote success. It is important to involve every member of the organization in development and implementation of strategic plans. In AT&T Wireless organization culture, they encourage togetherness "we envision the world where everything and every individual work together." Although in some organization, employees’ ideas and contribution are neglected the case is different in the mobile company. Kotter says in his article that some junior’s ideas are in some cases rejected by their leaders and are not involve in major projects and decision making of an organization.
Through the survey and interviews, AT&T Wireless Company members suggest that employees should develop strategic planning and encourage a culture where all members and stakeholders come together and borrow ideas from each other. This is important planning towards achieving organization objectives. From the analysis, it can be noted that all forms of organization culture have the direct influence on the employees and organization processes as well as the service delivery. Proper under laid culture are the big contributors in productivity of any business. Organization culture is linked to the staff satisfaction, teamwork, quality production, and motivation. Therefore, reviewing the general analysis on the organization culture, it is important to cultivate the good culture in an organization. A good culture should be able to promote successful management. Some interviews, for instance, say that organization improvement is hard to happen without integrated changes in culture. Some maintain that the organization practices do not favor all members thus making successful development are very problematic.
In the mobile organization, there are various challenges that AT&T Company encounters in its services provisions. Communication industry faces many environmental problems both internally and externally. This challenge runs from a network, customer's services, and competitive world. In today's worlds, every business is evolving. Therefore, there is a need to invest heavily in technology and innovation to remain on track. In giving the public tours, implementing and establishing call centers and encouraging customers to visit for them to observe the company undertakings. The company has been voted as the most outstanding provider of amazing mobile services to the company. Therefore, to encourage its progressive success the culture of the culture of AT&T Company should be maintained. The very important thing in AT&T Wireless organization culture is that it keeps changing with time, and it is a technologically based culture. The evolving culture ensures that the organization achieves its strategic goals of service delivery to its customers. This evolution encourages innovation and development of strong network system where people are connected. Furthermore, in ensuring that the organization culture of success in service Providence, management needs to be changed regularly to ensure there are competence and urge to deliver well to its customer. The practice also ensures maximum output amongst employees working under different people and company's culture.
Finally, it can be seen from the above paper that organization culture goes hand in hand with the productivity and success of every organization. The paper gives the analysis of the cultural data collected along three different dimensions. These three-dimensional aspects utilize in this paper include values, artifacts, and underlying assumptions. In the paper, one can see that employee and various organization stakeholders behavioral; speech and conduction are based on the cultural practices of their firms.
References
Hofstede, G. (2001). Culture’s Consequences: International Differences in Work-Related Values. London: Sage Publications.
Kim , C., & Robert, Q. (2006). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. California: Jossey-Bass.
Kotter, J. (2002). The Heart of Change: Real Life Stories of How People Change Their Organizations. NewYork: Harvard Business School Press.
Parish, J., Cadwallader, S., & Busch, P. (2008). Want to, Need to, Ought to: Employee Commitment to Organizational Change. Organizational Change Management, 1(21).
Russ-Eft, D., & Preskill, H. (2001). Evaluation in Organizations. New York: Basic Books.
