Jw Case Study

This person would have to reflect the values of the company; it would not stay a lot of time in the company. 2. As JAW wants to establish a new culture of trust, collaboration and Inspiration at the work place that ensures maximum employee Involvement and production output s well as minimum wastage of resources, three main policies can be implemented to ensure this.

One could be delivering results immediately that will create better communication within the employees and all the areas in the company are going to work very well, leading to solving problems quicker with the help of the people who ultimately carry out decisions, helping the company to focus on one Idea and the other Ideas Like decision making will be faster by taking Into account many of the CEO s in the company, this way decisions are going to be quicker and carrying them loud not be a problem.

And finally create a boundary less organization, a removing barriers between the functions by helping the business. This way JAW will succeed with her believe and everything will work in perfection and the corporate culture will be introduced to the company. 3. Jaw’s believe is that ” Glenn people self- confidence Is by far the most important thing that she and other managers can ad’ can be linked with some theories like the theory of Charles Handy and the one of Edgar Chain. Handy suggest that we can classify organizations into a broad range of four cultures.

This formation of culture will depend on whole facts like the company history, ownership, organization structure, technology, environment and many other things.

The four cultures are ‘power, ‘ Role’, task’ and ‘ people In which this cultures reflect the real needs and constraints of the organization. As Handy, JAW describes the corporate culture as a ” net” which mean that everyone has an specific work in the company and everyone has to focus on it. While Edgar Chain is dispersed in three ways, which are the organizational attributes, professed culture and organizational assumptions.

The organizational attributes are the things, you as person sees, hear and feel, reflecting the culture of an employee, this can be seen In Jaw’s Idea, as she wants people to Involuntary In the company by showing their culture to It by managing their own time and job. This way each area of the company is going to be capable of making their own decisions without asking a superior and probably all this decisions are going to be good to the business.

Employees would need to have confidence about them self and do a good job in what they are doing.

By the other hand professed culture can also be linked to this theory as Is the one that shows what employees are capable of, this can be buy sending letter, using websites, Images and probably creating slogans were teen Involve Important statements Ana values In ten Jon. Ana Totally organizational assumptions refer to people who had been in the company for a long period of time, explaining how things are done rather than official routes which is why JAW main purpose is to give people self- confidence by giving the employees the opportunity to show their work by showing them they are as important to the work as he is.

This means that JAW ideas of corporate culture are really good for the company and probably are going to succeed as she has an specific vision for the business by reaching their goals at some point. 4. A suitable organizational structure that would enable JAW create a boundary- less organization could be a Flat Organization structure as JAW main purpose is to increment the involvement of the people who ultimately carry out decisions, establishing a new culture of trust and collaboration with the employees by providing hem from both functions with individual short- term contracts that are renewable as long as targets are reached.

This way with a flat organization there would be smaller change of command and fewer levels of management by generating personal working relations and decentralized decision-making. This will create more independence and the organization would quickly respond to changes. In conclusion this type of organization enable employees to involve more in the company decisions and have more or less the same level of hierarchy were they can manage their own work and decisions.