Evaluate the relationship among individuals, teams, and culture on organizational performance.
Evaluate the relationship among individuals, teams, and culture on organizational performance.
Scenario
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.
Instructions
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.
Teacher said: You wrote:
“The elements of the culture are the following: Diverse Customer/Community Partnership is the variety and inclusivity of the engagement of the company among its customers and the communities it is operating where it should reflect its inclusive values to appeal to the customers and community. “—-> This entire section needs to be reworded. It reads as if you were going to list out the various elements of the cultural scorecard, but then you proceeded to discuss diverse customer/community partnerships.
In this section, please list the six elements of the cultural scorecard. The six elements do not necessarily have to relate to Starbucks. You can discuss the six elements in a general sense. Give an example of each and include scholarly sources to support your work when discussing the elements of the cultural scorecard to satisfy this section. You did a great job discussing Starbucks’ DEI initiatives; however, how does their culture directly impact their organizational performance? This needs to be directly stated. What about their organizational culture makes their employees thrive or not? This needs to be supported with scholarly sources and detailed examples. There are no scholarly sources in this section to support your work.
You wrote:
“Starbucks’ culture dictates how its various stakeholders and teams relate with one another. Because of its inclusive culture, the company can optimize and harness its human resources talent. Additionally, there is also a lesser incidence of conflict in the company, which could bog down performance and productivity. “—> Please elaborate on this and include scholarly sources and detailed examples to support your work. Specific /examples and details are needed to understand exactly how Starbucks culture dictates culture affects relationships and teams. Clearly and strongly summarized the impact DEI practices could have on organizational performance, using some examples in a well-defined email. You have solid information and details in this section, but it needs to be supported with scholarly sources. Clearly and strongly explained the impact of DEI initiatives on an individual’s performance and a team’s performance, with no examples provided, using examples in a well-defined email. Again, scholarly sources are needed in this section to support your work. It sounds like Starbucks is a great company to work for. The sources in your second attempt are not credible peer-reviewed sources. Scholarly sources come from peer-reviewed sources such as academic journals, course textbooks, dissertations, etc. Information from general websites or business magazines such as Forbes, Bloomberg, or Harvard Business Review is not considered scholarly, peer-reviewed sources as they are often opinion articles.
Additionally, your reference page is not formatted correctly. It should include the following:
The “References” section header should be the same font and font size as the body of your paper
The reference page should be double-spaced all the way through
Sources must be listed in alphabetical order
Your sources are not correctly formatted according to APA
Solved by verified expertIndividuals are the building blocks of teams and ultimately the organization. The skills, attitudes, and behaviors of individuals can have a significant impact on team and organizational performance. When individuals possess the necessary skills and are aligned with the organization’s goals and values, they are more likely to perform well and contribute to the overall success of the team and organization.
Teams are composed of individuals who
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Culture refers to the shared values, beliefs, and behaviors that characterize an organization. A positive and supportive culture can help individuals and teams thrive and contribute to high levels of organizational performance. A strong culture can foster collaboration, innovation, and a shared sense of purpose, all of which can positively impact the performance of the organization.
In summary, individuals, teams, and culture are all important contributors to organizational performance. Organizations should focus on hiring and developing individuals with the necessary skills and alignment with the organization’s goals and values. Additionally, they should invest in building effective teams with well-defined roles and open communication channels. Finally, organizations should cultivate a positive and supportive culture that promotes collaboration, innovation, and a shared sense of purpose.
