Part 1

Question 1: Organizational culture includes an organization's/founders and Leaders expectations, experiences, values that started the company, philosophy, and beliefs that hold it together. These are often expressed in its self-image, structure of the company,

interactions with the outside world, social responsibility and future expectations.

A strong culture often needs less rules and guidelines as others as the strong culture establishes strong norms that employees follow.

Have you ever worked for a company with a strong positive culture? Please explain

Question 2: An important culture in any organization is the encouragement habits.

This is an essential feature. Too many managers feel that they should not have to encourage an employee, that they should simply do their job to receive a paycheck.

A culture that hires and trains encouraging leaders will make the employees and the organization a better place. Encouraging involve finding the good in an employee and encouraging them to continue.

They need to hear the good about themselves as much if not more, than the bad things.

Clawous & class;

Can the same be said about the organization? I.e. should employees know the bad as well as good things about their company? Why?
Question 3: Every leader has the vision of running a company where everyone's happy, has fun, loves their coworkers, brings their dogs to the office and specialize at marketing, design, engineering and sales.

The benefits of this are great. I have seen so many companies experience high success and this culture was the reason. Employees loved being there and others wanted to work there.

What are the issues and concern with such approach?

Part 2

Question 1: A strict management style has the disadvantage of creating a stressful workplace where employees are afraid of making mistakes. A great leader understands the advantages of celebrating failure and not punishing.

What does this mean to you?

Question 2: As you mentioned, an strict manager could create a stressful workplace.

A successful casual manager is helpful without being obtrusive, and builds his employees' skills by encouraging them rather than by exerting pressure.

What are the advantages of this approach?

Question 3: Google is one example of an organic structure, with teams being reorganized quite often and members being placed in low-level management positions dependent on their relevant expertise. This structure has been highly successful them. Employees are more creative, committed and loyal to the company and their jobs.

Do you know of other organic organization?