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The organization I work for is a state-funded organization that produces films and TV series for release. It is difficult to calculate the exact number of employees since there are many departments and branches in this organization. There are departments responsible for the legal aspect of the projects; there is also a screenwriter department as well as many others. The exact date of the organizations foundation is difficult to name since it has been engaged in the release of films and TV series for quite a long time. The organizations annual budget depends on the decision of the state and often varies depending on the economic situation.
The organization I work for is more of a team-oriented culture type. This culture is collaborative and emphasizes employee collaboration. In the organization I am talking about, a lot of attention is paid to the issues of cooperation between employees and the creation of a collaborative atmosphere in the workplace. For example, every morning of the working day, every department holds meetings where the upcoming project plans and tasks are discussed. It is noteworthy that not only the heads of departments and key personnel are invited to these meetings. Everyone involved in the working process can attend these meetings. There, both the director and the ordinary trainee gather to discuss the details of the projects. This shows how much the organization is focused on the teams well-coordinated work to achieve the most effective result. At these meetings, each employee has a chance to express their ideas, suggestions, and concerns about the project.
The team has a significant impact on the companys performance and efficiency. Thus, each employee is part of a larger team where everyone is responsible for the decision-making process (Elsbach & Stigliani, 2018). In the company I work for, each employee can make suggestions about the project. In addition, there are cases when junior employees do not agree with the opinion or strategy of their superiors. Department heads always welcome such moments with joy, as the involvement of employees in the process is very important (Warrick, 2017). Thanks to such meetings, this company manages to avoid any possible problems related to projects. Sometimes the management makes the wrong decisions, which could further harm the rest of the team. Thus, the team-oriented culture also has a positive impact on the result of the work and the projects success (Shin et al., 2016). The company operates in a fairly favorable external environment and is engaged in many projects. Such a healthy external environment certainly has a positive effect on the company, which has never experienced a crisis. The team-oriented culture allows the management to analyze and react in time to the changing external environment (Groysberg et al., 2018). Despite this, competition still exists, but it does not undermine the companys credibility. On the contrary, healthy competition helps the company to develop and improve.
In conclusion, the team-oriented culture has a positive impact on the development of the company I work for. In addition, it allows the organization to quickly and effectively respond to the challenges caused by the external environment. Thanks to the team-oriented culture, the company effectively meets economic, political, social, and other challenges. With the help of various meetings, where all employees participate on an equal basis, the company manages to build a favorable working atmosphere. Thus, the company I am working for certainly uses team-oriented culture to achieve the most effective results and perform high-quality tasks.
References
Elsbach, K. D., & Stigliani, I. (2018). Design thinking and organizational culture: A review and framework for future research. Journal of Management, 44(6), 2274-2306.
Groysberg, B., Lee, J., Price, J., & Cheng, J. (2018). The leaders guide to corporate culture. Harvard Business Review, 96(1), 44-52.
Shin, Y., Kim, M., Choi, J. N., & Lee, S. H. (2016). Does team culture matter? Roles of team culture and collective regulatory focus in team task and creative performance. Group & Organization Management, 41(2), 232-265.
Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.
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