Evaluate the relationship among individuals, teams, and culture on organizational performance.
Many organizations over the past few years have increased the diversity, equity, and inclusion (DEI) efforts within their organizations. Recently, your organization has begun an initiative to evaluate the internal culture on overall performance. The CEO has asked you, the Director of HR, to provide the information for the kickoff of this initiative for an upcoming board meeting.
Prepare a design plan for a cultural artifact that:
Choose any fortune 500 company for your research and create a culture scorecard. Typically, a balanced scorecard is a strategy management framework that typically measures financial, customer, internal process, and learning and growth. However, you decide that you want to use the balanced scorecard framework for evaluating organizational performance on individuals, teams, and the overall culture of the organization, or a culture scorecard. Complete the steps below. There will be only one document to submit.
Step one: Complete your balanced scorecard for your selected organization and additional research using the template provided.
Step two: Complete an email to the CEO, including your balanced scorecard as a picture or diagram, and address the following.
Describe the elements of the culture scorecard.
Determine the impact organizational culture has on organizational performance.
Explain how culture affects relationships and teams.
Summarize the impact DEI practices could have on organizational performance (keeping in mind some companies may not have prevalent DEI practices).
Explain the impact of DEI initiatives on an individual’s performance and team performance.
Provide attribution for credible sources used in your email.
Individuals: An organization’s performance is greatly influenced by the people who work there. The skills, attitudes, and work ethic of individual employees impact the quality of work they produce and their ability to collaborate with others. The recruitment, selection, training, and development of individuals are therefore important factors in determining organizational performance.
Teams: While individuals are important, many tasks require teamwork to complete. A team is a group of people with complementary skills who work together towards a common goal. Teams
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Culture: Organizational culture is the set of values, beliefs, and behaviors that govern how people act within an organization. A positive culture can foster employee engagement, job satisfaction, and commitment to the organization’s goals. On the other hand, a negative culture can lead to high turnover, low morale, and poor performance.
When all three of these elements are aligned, it can lead to a high-performing organization. For example, a culture that values teamwork and collaboration can lead to effective teams, and individuals who are motivated to work together towards a common goal. Similarly, a culture that encourages continuous learning and development can help individuals acquire new skills and knowledge that can benefit their team and the organization as a whole.
In summary, the relationship among individuals, teams, and culture is complex and interdependent, but it’s clear that all three are critical to organizational performance. A positive culture can lead to effective teams, and effective teams rely on motivated individuals who work well together. Ultimately, organizations that invest in their people, teams, and culture are more likely to achieve success.