Organizational Culture of Alpha Technologies Limited Essay

Alpha technologies limited discourages and punishes anyone who tries to start cultures of bullying, tribal or culture of fear contrary to the organizational culture. Harassment of any kind, from or within different ranks of the organization is condemned in all possible ways since the directors connect the poor performance and production with such bad behavior. The business venture evaluates the leadership styles of their top managers and supervisors from time to time with the help of the employees (Schein, 2017, p.9). Leaders found practicing tyrannical kind of leadership to instill fear in the workplace are usually warned at first then fired when the behavior persists. Tribal cultures in the business cause favoritism and increased discriminatory cases in the workplace since it deters good performance.

Establishment of an ethical culture in the Alpha technologies company has resulted in the enjoyment of various benefits. The strong culture has led to team cohesiveness, where there is a moderate, respectable and result oriented relationship between the workers and their supervisors. The employees are always motivated and have the high morale to perform their duties well in the organization since they feel comfortable and satisfied with their jobs (Henson, 2016, p.12). The company also enjoys consistent and efficient employee performance, thanks to its culture.

Alpha technologies enjoy competitive leverage over rival companies due to the numerous innovations and excellent customer care services. The organizational culture encourages and gives chances to its employees with extra skills and talents to explore their knowledge in technology to come up with new gadgets and tech solutions to cater for the needs of the customers and improve profitability at the same time (Hatch, 2018, p.14). Lastly, Alpha technologies limited has strong alignment towards the achievement of its targets due to their well-established culture.

Examples of Beliefs

Both employees and leaders have specific views on how they think a company should operate. For instance, most people believe that a company must observe gender balance, avoid discriminations of any form against employees, comply with the government's laws on legitimate businesses and make prompt payments. The essential beliefs focus on employee fair treatment and compensational schemes like extra income for additional duties, tips for extra shifts and time extensions as well as health benefits (Hogan & Coote, 2014, p.14). Employees also believe that they deserve guaranteed job security.

Assumptions

Underlying assumptions of the company like Alpha technologies limited are intangible or invisible to both the public and new employees. The premises are also never written down anywhere but stick to the employee's minds and hearts. In most cases, the old employees' never like talking about the assumed rules and obligations (Taylor, 2014, p.6). However, such assumptions are existential though mostly taken for granted, and very powerful in helping the newcomers fit in the company quickly.

Basic underlying assumptions of an organization form the foundations of culture. Assumptions are the descriptions employees use to refer the way things get done in an organization. Most people find it difficult to describe the underlying assumptions since they are mostly understood by the employees who have become accustomed to the traditions of the firm (Gaier & Spoutz, 2018, p. 23). Whenever underlying assumptions seem to change, it is the responsibility of the leaders to handle the anxiety and defensiveness that comes with the change to maintain the organizational culture.

There are three categories of assumptions; more rooted cultural assumptions, managing internal assumptions, and external adaptations issues. The assumptions on external adaptation issues deal with problems like the goals, strategies, and goals of a company, derives goals of the business from its mission and formulates the measures to achieve results and correction mechanisms (Smetana, Rogers & Welfel, 2017, p.10). This category of assumptions also formulates remedial and repair strategies, and the means to achieve the set goals of a company by understanding the systems, processes, and structures of Alpha technologies limited.

The assumptions under the category of managing internal integration include desirable rewards for well-done employees and reasonable punishment for undesired behavior. Under the division, the company also decides on the universal language and conceptual categories, mark the group boundaries and identity as well as managing expectable and unexplainable situations (Hatch, 2018, p.18). The class is also responsible for formulating the rules for relations and engagement, and define matters of power, status, and authority.

The last category of deeper cultural assumptions includes defining the truth and reality of things in the company. Time and space issues also fall under the category of more rooted cultural assumptions, since the company expects workers apply the common sense rule of doing the right thing at the right time. The division also tries to tolerate human nature at the workplace regarding getting and pushing people to work hard in their positions (Bailey, Benson, & Bruner, 2017, p. 12). Appropriate human activity regarding making the workplace harmonious and conducive for all workers also falls under the category. Lastly, the group clarifies issues of nature of human relations within the workplace.

Artefacts

Artifacts include all the visible, tangible and audible aspects of the Alpha technologies limited company that contributes to its culture. Such visible aspects of the culture include personal hygiene at the workplace. All employees ensure their working areas are clean at all times so that they can look orderly and presentable before the customers (Testa, Luciano & Wiedenhoft, 2015, p.11). Everyone in the company looks presentable from the head to the shoes, with proper haircuts and polished shoes. Since the job entails talking to the customers and maintaining a few smiley faces, employees need to observe mouth cleanliness and avoid talking to customers while eating or chewing.

The company encourages minimal movements in and out of the workplace and chatting during work. Unnecessary loitering distracts both customers and other employees at the workplace, which is why the company insists on order. Again, talking leads to idleness and consequently rumor mongering which is a bad habit that always ends up in violence and ugly confrontations (Henson, 2016, p.13). The company avoids this lousy habit by encouraging employees to use their spare time in innovations get them to faster promotions and recognition before everyone during the annual general meetings.

Too much absenteeism without permission and use of impolite language especially when addressing customers is highly discouraged by the culture of the Alpha technologies limited company. Penalties, fines, leave of absence and demotions are some of the measures the company has put in place to count...