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When looking at Craft Originalities Inc we have an organization that specializes in making wooden toys located in rural Alabama. When looking at this organization we see a company that is homegrown, utilizing those within the community to assist with funding as well as employment. These aspects helped assist when the company experienced serious growth and began to expand at a rate that was not expected. When this occurred, more positions were established with friends and relatives staffing leadership roles throughout the organization. As the economy took a hit so did Craft Originalities Inc and when outside individuals were brought in to assist with the organizations struggles ensued. Seeking to address these issues an employment survey was conducted throughout the organization. To address the issues facing the organization three questions were established to provide much needed insight.
Assuming the survey scores are accurate, what conclusions can you draw about Craft Originalities’ culture? What is your evidence?
When looking at the survey results you can infer that Craft Originalities Inc has cultivated high morale within the organization and loyalty from their employees, creating a positive workplace culture. Overwhelmingly, it appears that there is support for their current leadership and the work they conduct is enjoyed. When looking throughout the aspects of the survey you can establish a sense of trust within leadership as the metric regarding supervisor treatment was 4.02/5. This coupled with the fact the two highest categories are coworker enjoyment and individuals looking to improve their work. Organizations that are able to foster such high rates within these categories help speak to a healthy workplace culture and organization (Nayak et al., 2021). As work satisfaction is often a key factor in the establishment of quality workplace culture. There is also evidence throughout the workplace survey that help contribute to the assessment of the organizational culture. Two of the lowest scores were related to questions highlighting poor performance from supervisors. These questions focused on poor communication and a concept of unfairness perpetuated from management (Bhardwaj et al., 2020). With these questions generating lower scores it can be inferred that individuals within the trust the leadership and feel that there is limited issues with communication. Employees that do not struggle with those two aspects generally believe that there is a positive workplace culture that exists. Through the data that has been collected there is enough to establish that there is a positive workplace culture that exists.
If Craft Originalities adopted a mass production manufacturing process similar to its competitor, Saint Crafters, how do you think that would affect the attitude scores of the workers? Explain
When looking to implement any outside change it has proven to impact the attitudes of the current employees at Craft Originalities. Employees often associate massive changes like this as a threat to the status que and their job security (Errida & Lotfi, 2021). With a change like this it would cause a massive shift in what is already occurring and create that fear among employees (Taheri et al., 2020). The employees of Craft Originalities have already shown their disdain for change when they reacted to two outside hires within the management team. When individuals were brought in with the intention of changing the current work flow they were met with a negative attitude and gossip began to occur. The shift towards mass production would be an even bigger change. While this change may improve the overall efficiency and limit down time for the employees it world contribute towards a faster work place and increase in output. Their output would also be tracked to identify if there is a true increase in efficiency and additional training and technical skills would be required to learn to adjust to the new change (Taheri et al., 2020). When looking at these aspects and the past evidence of change occurring you can expect a massive shift within the employee assessment scores. The scores may flipflop with a majority of the positives being lowered and overall satisfaction dropping.
How do you think the rural environment might have influenced the lack of formalization and the casual work environment at Craft Originalities? Discuss.
Being a homegrown organization within rural Alabama, Craft Originalities often employees members of the family and community members that often have relationships outside of the workplace. This aspect has created a casual work environment due to several factors. When dealing with an environment that has established within a local area conflict is often rare and when it does occur it often originates outside of the workplace with the mediation and remedy of the conflict also occurring there (Darmawan & Azizah, 2020). The understanding and ability to have a personal relationship also leads to the inability to form professional relationships as the relationships between community members have already been formed. While this has led to a casual work environment it has not impeded effectiveness as familiarity often leads to healthy competition (Darmawan & Azizah, 2020). The concept of working and competing within an area where there is familiarity can improve the overall performance as “Iron sharpens iron, so does one person another” (Proverbs, 27:17). While there may be a casual work environment this still allows for growth to occur together, similar to that within a church. As we are often familiar and close with those who we attend service with this relationship often serves as a benefactor to improving our relationship with God. The understanding and relationships that have been formed prior to employment at Craft Originalities influence this casual work culture but do not seem to hamper the employee’s ability to perform. From an administrative side the focus of growth and lack of concern regarding employee documentation has hindered the company. With the knowledge of each employee often just understood and the owner having a personal relationship with many of them there is a lack of documentation. This aspect can help create the understanding that a casual culture does exist as this is often a necessity in many organizations. The concept of having a casual culture can be a benefit but when not properly reviewed can also be a hinderance.
-Jimmy Stewart
References
Bhardwaj, A., Mishra, S., & Jain, T. (2020, June 10). An analysis to understanding the job satisfaction of employees in banking industry. Materials Today: Proceedings. https://www.sciencedirect.com/science/article/abs/…
Darmawan, A. H., & Azizah, S. (2020, January 22). Resistance to change: Causes and strategies as an organizational challenge. Atlantis Press. https://www.atlantis-press.com/proceedings/acpch-19/125932614Links to an external site.
Errida, A., & Lotfi, B. (2021). The Determinants of Organizational Change Management Success. International Journal of Business Engineering. https://journals.sagepub.com/doi/full/10.1177/1847…
Nayak, S., Jena, D., & Patnaik, S. (2021). Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study. International Journal of Business Management . https://journals.sagepub.com/doi/full/10.1177/1847…
Taheri, R. H., Miah, Md. S., & Kamaruzzaman, Md. (2020). Impact of working environment on job satisfaction. European Journal of Business and Management Research. https://ejbmr.org/index.php/ejbmr/article/view/643
Taylor, J., & Taylor, J. (1978). The Bible. Printed by Fay & Davison.
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