Office Space opens with an extended scene showing Peter stuck in traffic on his way to work. The morning commute is the commencement of many workers’ days, and impacts their perception of their job and overall quality of life. Yet it is corporate culture itself that is the primary focus of Office Space. Supervisor Lumburgh micromanages, focusing on inane details as a means to assert his authority, without considering the big picture issues he could be focusing on to help the company. As Peter’s dissatisfaction mounts, he takes increasing risks with his career, which ultimately pay off. Initech represents the dysfunctional way many companies continue to operate. The progressive tech companies of today have learned that the organizational culture and leadership styles exhibited in Office Space are detrimental to employee satisfaction, productivity, and ultimately to the success of the organization.The environment at Initech is bureaucratic and hierarchical, leading to a stifling organizational culture. Employees are undervalued. Because of the chain of command, they have no opportunities to contribute their ideas to the organization. Employees like Peter are restricted to their interactions with their immediate supervisor. Moreover, subordinates do not learn about big picture issues: the reasons why things like the TPS report are important. Given the organizational hierarchy, it is even unlikely Lumburgh knows why the TPS report is important, which is why he nitpicks about the cover page. Lumburgh’s...
When they are unmotivated, people like Peter end up either underperforming or leaving the company. “The best predictor of what people will do is what they are incentivized to do,” (Watkins, 2013). Peter has zero incentives, which is why he eventually rebels. Finally, the human resources department actually outsources its downsizing strategy to the consultants. While outsourcing is not inherently problematic, hiring consultants shows that Initech does not actively care about its employees on a personal level.
Organizational Cultures: Annotated Bibliography and Summary Annotated Bibliography Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp. Web. Retrieved from: LexisNexis Database. [Accessed on 21 May This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on
Organizational Culture IKEA Organizational Culture Strong and Weak Sides of Organizational Culture Impact of Internal and External Factors Leadership and Organizational Culture IKEA Subculture Values Employees and Organizational Structure IKEA Organizational Culture Every organization has a unique culture that dictates how things are done -- it defines the organization's social and psychological behavior. Though there is no universally agreed definition, organizational culture essentially refers to the values, beliefs, attitudes, assumptions, principles, habits, and customs shared by members of a
Then he checks the bank account and is amazed to find out that over $300,000 dollars has siphoned off to them in just a short time. He, Samir and Michael are panicked and sure they will be caught. Peter, reasserting his moral code, says he will take full responsibility, writes a note confessing the crime, and places it, along with travelers' checks paying back the total amount, under Lumbergh's
Instead of doubting or suspecting employees of intentionally messing up, they tried to be considerate, understanding providing their best advices to solve problems. The workflow and organizational structure At InfoTech, the organization structure was hybrid, with departments divided according to product as well as region. (Discussed in detail in structure). The firm focused on decentralizing authority and empowering employees. Organizational systems and procedures At InfoTech, employees were given intensive and extensive training programs
Moreover, they treat the employees with a tremendous amount of respect and look for their input. "Participative leaders allow employees to have input into the organization's decision-making processes" (Ryckman, 2011). Liza and Samuel treat all of their employees as if they are valued. However, the one area where Sammy's Sammies may need to improve in the participative leadership arena is in the treatment of the child-employees. While other employees'
Organizational Behavior Analysis Explored here will be a former employer, whose culture and method of communication in the workplace made it difficult for the organization to work together as a whole. Many organizations struggle with this particular issue, because they are not aware of what they can do to make much-needed changes that will allow for better communication in the workplace. The company in question was domineering in a sense, in
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