“How Disney Develops Culture “How Disney Develops Culture

Question Description

According
to your textbook Nelson and Quick, (2015),
we continue to move from the traditional methods of examining organizational
design and structure; several forces are
reshaping organizations such as the life cycles in organizations, globalization, changes in technology and demands on organizational processes. Give a detailed
example of how your current employer or your last employer is meeting the
challenges of these non-traditional forces.

Watch
the video below titled, “How Disney Develops Culture” (6:35). You can also view
the video at





.
Disney University’s

four (4)

fundamentals are to
innovate, support, educate and entertain. Briefly describe the type of
organization in which you are currently employed or were last employed.
Explain and give

two (2)

examples how leaders
sustain the culture in that organization, good or bad.

Note

: When incorporating information from the
workplace, be sure to remove all identifying information such as the name of
the organization, the names of individual affiliates, and sensitive or
proprietary information.

Please read and respond to the post of

at
least one (1)

other student.

Week 9 Discussion
Watch the video below titled, “How Disney Develops Culture” (6:35). You can also view the video
at http://vimeo.com/109015050. Disney University’s four (4) fundamentals are to innovate, support,
educate and entertain. Briefly describe the type of organization in which you are currently employed or were
last employed. Explain and give two (2) examples how leaders sustain the culture in that organization, good
or bad. Note: When incorporating information from the workplace, be sure to remove all identifying
information such as the name of the organization, the names of individual affiliates, and sensitive or
proprietary information.
Please read and respond to the post of at least one (1) other student.
Laura Robb
RE: Week 9 Discussion
345
My company handles changes in the field of technology well, as that is what we are known for and the main
service we provide to customers. Each year we are awarded with the Fintech award (Financial technology).
To keep ideas flowing each year my company organizes a cybertech conference where teams from all over the
world compete to create the best tech invention. You create your own team from co-workers no matter where
they are located in the world. This even pairs up employees from different backgrounds which reiterates how
globally diverse we are and lets employees get to know each other and engage in some friendly competition.
These days clients want 24/7 support, to accommodate this and save money my company set up an offshore
team located in India. The demand for a 24/7 staffed organizational process was met by hiring 5 people that
work during the hours that we do not, providing after hours coverage.
I must say that the local leader of my department does not sustain the culture of the company very well. She
has been with the company for a long time and is very resistant to change and new ways of doing things. She
is also temperamental which contributes to a culture of fear of being on her bad side and fear of speaking up
with new innovative ideas. This attitude conflicts with my company’s core value of innovation. A second
example of a leader promoting the company’s culture is my immediate leader who takes our commitment to
secure data very seriously. One of the biggest threats to financial technology is data breaches, hackers and
fraud. My boss makes it a priority to give us each time to review what accounts we have to work on and make
sure the transaction is not a fraudulent attempt. He makes it very clear that protecting private information
and following security protocols protects our company’s reputation and puts our clients minds at ease
making renewing their contracts with us easier.

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