.. rrived at the store. He did know how to sell, though most times customers were pushed into buying. John dressed very professionally and he was a very good looking man. He was very socialable and knew many people that came into the store.
This is the reason he was hired in the first place but these skills alone do not make for an efficient manager. Also, the supervisor for the Atlantic region came for an inspection after I had been working for only one week. He meet individually with me while he was there to see if I had memorized the company policies, etc.,which all employees are to know and to find out a little bit about me. The first thing he proceeded to do was to look me up and down and say well fist thing you need to do is to get yourself a pair of Antonios shoes but other than that you have the image we are looking for. This strongly illustrates my point.
I feel he should have come up with a more professional way of conveying his expectations of me. Before I left the organization another part-time employee was hired. This same supervisor told another member of our staff that she looks like she just stepped out of Wal-Mart and she needs to fix herself up a little bit. According to the definitions use in the text, Organization Theory, Structure Design and Applications, the culture of this organization has a good fit but a happy medium must be found as they are currently pushing it too far. The organizational effectiveness will be negatively effected in the long run, hopefully managers will realize turnover will remain high and efficiency within retail outlets will be low if this continues. Company Culture and Effectiveness Organizational effectiveness in its broadest and most appropriate sense is defined as the degree to which an organization attains its short term and long term goals, the selection of which reflects strategic constituencies, the self-interest of the evaluator and the life stage of the organization. Four separate approaches to effectiveness are reflected in this meaning, each being useful in different situations.
The first is the goal attainment approach. This defines an organization as being effective to the extent that it accomplishes its stated goals. The main goals for this organization are both profit and image oriented. The culture that exists in Antonios organization gives a strong company image, leads to high levels of awareness among consumers and competitors and aids in attaining profits. The strong company image results in high levels of awareness among consumers and competitors as people recognize Antonios as leader in its industry.
Many people are aware of Antonios low priced, high quality shoes which also reflect trendy styles that happen to be in fashion at a particular point in time. These factors will obviously result in high market share and in turn high profits. Effectiveness in terms of the Systems approach, the second approach, states that an organization is effective to the extent that it acquires needed resources. This culture does promote effectiveness in obtaining resources. Antonios is now powerful within its industry, as a result they now have control over several small design companies and shoe manufacturing companies. Every four years they sign contracts with these companies stating that Aldo will have the exclusive rights over specified shoe designs and the manufacture of specified amounts of shoes. In return these companies are guaranteed a certain level of business.
Antonios reputation, to some extent built by its culture, entices these small businesses to be associated with them to such a great extent and give up power to them. Needed resources are easily acquired because of their culture indirectly. The third approach to effectiveness is the strategic constituencies, it states that an organization is effective to the extent that all strategic constituencies are at least minimally satisfied. The most powerful influence on Antonios organization and most other organizations within this industry are the consumers. All fashion oriented organizations must meet the demands of those in the market for a new pair of shoes or the organizations survival will be seriously threatened.
By providing up to date styles and also by promoting a culture in which a trendy, attractive appearance is a must Antonios responds to demands quite effectively. The fourth and final form of analyzing organizational effectiveness is the Competing Values approach. This defines effectiveness in terms of the extent that the emphasis of the organization in the four major areas matches constituent preferences. To one person Antonios may be very effective and it may be on the brink of destruction to another. In analyzing three factors that determine effectiveness in this approach it is found that it is emphasis is placed on the flexibility ( innovation and change ) versus control, the organization versus the people in it and the means versus the ends. According to the Eight Organizational Effectiveness Criteria this organization is flexible and is able to adjust well to shifts in external conditions and demands. The first aspect, emphasis on organization, reflects the culture in that most members within it do not value others within the company enough and would say or do anything to them to prevent organizational decline.
An example of this would be the comments made by the my supervisor. Secondly, the fact that Antonios focuses on flexibility shows that they are willing to do anything for the customer in order to make a sale. Numerous times during my employment, my manager gave in to customer demands even after I may have told them that we would not be able to do as they requested ( ie return a pair of damaged shoes at no fault of our own ). The culture promotes this in the way that some employees hired may do anything to make themselves look good. Thirdly, the fact that this company emphasizes the means to such a great extent shows that the culture stresses doing what it takes to survive as opposed to something more important in the long run – creating dedicated, loyal employees that will positively promote the company and that care about its survival. Employees will not feel good about themselves and especially about the organization if they are constantly being criticized to such a great extent for something so shallow as their appearance. Thus in the long run they are indirectly and unintentionally promoting organization decline by doing this.
PART iii Conclusion In my opinion the main problem that exists within this organization is the fact that Antonios fits into a certain aspect of the Competing Values approach mentioned above to a greater extent than need be. They take organization culture too far despite the fact that it is very well fitted to its industry. My experiences there as an employee were not all negative yet many I did have made me feel very unappreciated and worthless within the organization. A stress on this particular type of culture results in high turn over. This will ultimately lessen the chances of survival for the organization as it moves through the stages of the life cycle.
If this culture persists, Antonios will be run by disloyal employees who purposely defy it costing them time and money in the long run. It will have a damaging effect on their so preciously held reputation and this will not fair well for them considering the competitive nature of the fashion industry. Business.