Corporate culture by comparing and contrasting different firm's cultures

Introduction

There is a ton of information on organizational culture and about every detail. The relationship between organizational culture and organizational structure is an important theme. The two can be difficult to clearly distinguish from one another and even more so to clearly define within an institution. Organizational structure works within an organizational culture, but it is not completely separate (Burns & Stalker, 1961: 54). The two are very much intertwined. Organizational culture is more of a larger picture, a more general term that refers to a large umbrella of smaller topics and issues within an organization. The structure refers to the infrastructure and the various methods and practices within that infrastructure. That helps an organizational culture run with the efficiency and consistency which should be the hallmark of any healthy organizational structure, whether it is in a corporation, sports team, or any other set up that is large enough to create its own organizational culture.

Discussion Analysis

This makes the structure an integral part of any organizational culture, but also narrows out a very specific segment of the culture as its own responsibility. Organizational structure will deal primarily with the set up of the culture. How management works, which specific responsibilities supervisors have, how a complaint is passed through the ranks-these are all issues within the organizational culture that are directly tied to how an organizational structure works. The structure is not limited to those three examples, but it would certainly include all of them. Another common way to describe how structure works is to say that organizational structure is the way in which the interrelated groups within an organization are set up to allow them to function smoothly from a larger standpoint (Angle, 1989: 135). The two main purposes of a successful organizational structure is to ensure effective communication between various parts of the company, as well as to increase coordination between different departments..

Compare and contrast Google and HP's Firms cultures

HP and Google are both great Technology firms that have left a remarkable effect on how we do business now. But both companies are fundamentally different and that can be attributed to the cultures prevailing in these organizations. A supportive environment and culture is essential to achieve competitive advantage and provide direction during turbulent times.  As we compare and contrast the cultures, some points are quite distinct:

HP: HP has been the grand old company in technology starting back in 1939 and pioneered some great innovations like inkjet printing, scientific calculator etc. since its early days. The “HP way” had cultivated an innovation culture and introduced management concepts such as management by walking, profit sharing and flex time. But that culture has been declining and now HP hardly spends less than 2.5% of total revenue on R & D. Innovation is no longer a strategic priority and profits drive the business and has been the source of corporate strength.

Google:  Google has had recent history and is a major force behind innovation in the emerging areas of ...