Evaluate the relationship among individuals, teams, and culture on organizational performance.

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.
Answer & Explanation
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Individuals, teams, and culture are all important factors that influence organizational performance. Here is an evaluation of the relationship among these factors:

Individuals: Individuals are the building blocks of any organization. Their skills, knowledge, attitudes, and behavior have a significant impact on the organization’s performance. The skills and knowledge of individuals determine the quality of work they produce, while their attitudes and behavior determine their motivation, engagement, and commitment to the organization. Therefore, it is essential for organizations to recruit, develop, and retain individuals who possess the necessary skills and have the right attitude and behavior to contribute to the organization’s s

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Step-by-step explanation

Teams: Teams are formed when individuals come together to achieve a common goal. Teams can be cross-functional or departmental, and their effectiveness is influenced by various factors such as team composition, leadership, communication, collaboration, and conflict management. Effective teams can improve organizational performance by sharing knowledge and expertise, reducing errors and rework, increasing innovation and creativity, and enhancing employee engagement and job satisfaction.

Culture: Culture is the shared values, beliefs, norms, and practices that guide behavior in an organization. Culture influences how individuals and teams interact, communicate, and make decisions. A positive culture can foster employee engagement, creativity, and innovation, while a negative culture can lead to low morale, conflict, and turnover. Therefore, it is crucial for organizations to create a positive culture that aligns with their values, mission, and goals.

The relationship among individuals, teams, and culture is complex and interdependent. Individual skills, attitudes, and behavior can influence team dynamics and culture. Effective teams can enhance individual performance and contribute to a positive culture, while a positive culture can support the development of effective teams and individuals. Therefore, organizations that focus on developing and nurturing their individuals, teams, and culture can achieve higher levels of organizational performance.

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