Dimensions of Culture, Competitive Advantage, and Organizational Structure

Dimensions of Culture, Competitive Advantage, and Organizational Structure
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Project 2: Organizing
Introduction
This paper focuses on critical areas of organizational culture that include dimensions of culture, competitive advantage, and organizational structure. It demonstrates that organizational culture is a broad concept made up of various subunits that define the overall status of a business or a corporate entity. As a manager for Dysfunctional Software, one can learn a lot from Spotify, especially when creating an image of an organization that seeks to draw talent in the form of human resource recruitment. The representation of the company through the adoption of positive work culture involves seeking individuals who maximize efficiency and productivity at the organizational and individual levels. Dysfunctional Software should be portrayed as a corporate organization that shows outstanding commitment to its employees and has a positive corporate culture. Employees are encouraged to adopt core values such as fun while working. The Spotify video provides crucial learning points in this paper ranging from organization dimensions of culture, competitive advantage to organization structure, which are the focal points of discussion.
                                                      Organizational Culture 
Organizational culture is an aggregate of its practices, norms, traditions, or ways of doing things. It is a broad concept that defines how people interact as they undertake regular organizational responsibilities. Thus, organizational culture reflects a collection of values, norms, expectations, and practices that serves as a blueprint and inform the actions of all team members.
Seven Dimensions of Culture Discussion 
Innovation and Risk-taking
Innovation is a crucial concept that forms part of organizational culture. Spotify embraces innovation but does not lose the benefits gained from repeatability (Wendt,2019:14.00-15.00 min). In Spotify, squads proactively engage in innovation. Squads are supported by chapters that connect competencies across squads (Wendt,2019:8.07 min). Organizations need innovation to progress. Innovation is a much-talked-about process. Innovation goes beyond the generation and application of new ideas, including identifying new strategies for doing things, modifying business processes and models, and embracing changes that improve services and products. Innovation culture involves a work environment that embraces increased flexibility in applying new strategies for resolving existing problems or using new ways to achieve particular objectives. Innovation should not start from a particle person or only someone in leadership or management. Instead, everyone in an organization has the potential to present innovative strategies, products, or services. Risk-taking is an art that is tied to innovation. Managing and taking risks are central issues that are gaining traction in modern business. They form the center of conversation and constitute part of innovation. Successful companies such as Spotify take well-calculated moves as part of their innovative process. The increased innovation as part of organizational culture involves finding practical approaches to increasing profits, enhancing individual and team engagement, and enhancing the business's overall health.
Attention to Detail
Attention to detail is fundamental organizational practice. Attention to detail efficiently allocates cognitive, physical and financial, or human resources to gain thoroughness, precision, and accuracy when accomplishing tasks. Attention to detail allows organizations to improve their workplace productivity, efficiency, and performance. Furthermore, attention to detail revolves around increased focus and specialization of each process. It is not surprising that detail-oriented companies such as Spotify pay attention to details, such as focusing on the roles of each team and how such teams can be interlinked to each other (Wendt,2019:12.00 MIN).
Team-Focused
Many organizational cultures focus on teamwork. Employees are integrated and nurtured in a work environment that supports collaboration and cooperation with team members. Spotify is a team-focused approach, as evidenced by the availability of different groups such as squads, tribes, chapters, and guilds (Wendt,2019:10.00-13.00 MIN).
Outcome-Focused
The culture of an outcomes-focused approach involves practices that orient all organizational processes, operations, plans, and activities to achieve specific outcomes. The art of pursuing specified outcomes based on the identified problems or objectives creates more precision and intention on what is doing and why it is being done. Individuals and teams are encouraged to indefinity problems and deal with them to achieve articular outcomes or results. Companies emphasize outcome tend to focus more on results instead of processes. Thus, they often strive for results by all the necessary means, but this contrasts with organizations that value the processes whereby everything, including activities and operations, should be carried out correctly and appropriately. In processes-based companies, the assumption is that outcomes or results will take care of themselves if appropriate processes and operations are adopted. Result-based cultures are based on goal setting and the motivation of employees to concentrate their efforts towards achieving such goals. Edwin Locke postulates that intentions to work toward a goal serve as a core source of work motivation in all types and levels of employees (Learn.umgc.edu). Goals must be specific, accompanied by commitment, are challenging, and supported by feedback so that employees get the adequate motivation to achieve desired results (Learn.umgc.edu). Companies such as Spotify tend to inculcate a result-based approach because of an increased sense of flexibility, freedom, and staff autonomy (Wendt 2019:7.52-8.00 MIN). Spotify focuses on the motivation of people based on goals and re...