1. Organizational Transformation
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Organizations meet profitability goals and focus on strategic objectives but fail to realize how their organizational structure could affect their profitability and performance. Corporate values may not align with individual values, causing internal conflicts and delays in task completion. Companies may understand the theories of organizations but not implement such theories to move the company toward its objectives. Companies need to understand where they have come from, instead of focusing on short-term objectives, to move toward long-term organizational goals. Understanding how organizational values, corporate culture, organizational structure, and organizational theories assist the firm allows the company to transform the ways it conducts business.

2. The Overall Company 1 2 3 4 Values and Culture Structure and Theories
Improvement Methodologies
This presentation outlines the challenges organizations face with increased competition in the marketplace and how such challenges and opportunities are often addressed by examining the overall company, including its corporate culture and corporate values. Organizational transformation begins by understanding the corporate culture, organizational values, organizational structure, and how this understanding provides for improvements and radical changes across the enterprise. 4
Understanding Our Firm

3. Corporate Culture Culture Symbols Mission Statement Belief System
Myths
The corporate culture blends the values of the organization, with the beliefs of its workers and management, symbols that define the company to internal and external customers, rituals in achieving corporate goals, and the myths surrounding the company and its workers. “Whether written as a mission statement, spoken or merely understood, corporate culture describes and governs the ways a company’s owners and employees think, feel and act” (Entrepreneur Media, 2009, ¶ 1). Corporate culture defines the performance of the business and competitive advantage based on corporate recognition. Proactive management will constantly challenge the culture and change items so the company can achieve its goals. Corporate culture can be satisfactory or corporate culture can be toxic. Communication of corporate values, mission, and other criteria are necessary for all members of the organization to embrace the overall corporate mission.
Recognition
Values

4. Corporate Values Add Title Structure Standards Selection
Responsibility
Commitment
Add Title
Companies must not only provide for the financial stability of said companies but also provide for the satisfaction of its employees. “A value is a belief, a mission, or a philosophy that is really meaningful to the company” (Posner, n.d., ¶ 1). Examples of different corporate values include customer satisfaction, high quality of its products, developing people, and innovation. Management defines the values in the mission statement and develop methods to ensure flexibility in the mission to correlate with the dynamics of society. The company needs to select values it will implement, commit to implementing the values, set standards and guidelines to ensure understanding of values, develop a structure that will align with the values implemented, ensure employee adherence to corporate values, and ensure the job roles and responsibilities enhance the values of the company.
Structure
Standards

5. Organizational Structure
Vertical
Horizontal
Organization
Coordination
“Make no mistake: How a company organizes itself is as important as—if not more important than—its strategy,” according to Bateman and Snell (2004, p. 244). The company must view how the horizontal structure of the organization and the vertical structure of the organization work together to provide a finished product or service for the consumer. The organization has many parts, with many personnel and teams performing various tasks; however, the various tasks must be coordinated to meet the “organization’s overall mission” (p. 268). The hierarchy of the organization provides management with the authority to perform decision-making and provide guidance to lower-level employees.

6. Organizational Theories
Competitive Advantage
“In order to maintain a good and smooth organizational culture, a business or organization should follow and adopt some organizational theories,” according to Segura (2008). Organizational theories provide a structure and design to the motivational techniques employed at an organization. The theories should incorporate the organizational culture to build employee motivation, thus allowing the employees to perform their duties and contribute to the organization. Organizations must ensure the behavior of employees is in sync with the organization, including fellow team members; as a result, the company can offer workshops in the proper implementation and learning of organizational performances. The credibility of the organization is enhanced, including its ethical value, when employees change their inherent nature and behaviors to achieve organizational goals. The organization achieves competitive advantage, especially in industries with many companies competing for the same resources.
Behavior
Patterns
Motivation
Credibility
Infusion

7. Training Methodologies
Pre-Training Assessment
Pre-Training Testing
Facilitate Learning
Post-Training Testing
Proper Task Performance
Training and education are important in any business because a better-trained workforce is able to complete the tasks and align their behaviors with strategic objectives. Business values dictate the importance of evaluating training to ensure effectiveness for the employee and the organization. During the assessment phase I would determine what training is needed and how such training would facilitate employee learning and retention and, once these goals are accomplished, how the trained employee affects the organization in productivity and performance. During the training I would ask employees what changes should be made to the training to ensure higher adoption of training techniques and tasks and test the employees to gauge the level of employee understanding of concepts. After the training I would evaluate the employee at one month post-training, six months post-training, and one year post-training to ensure the employee is performing the tasks and adopting behaviors that benefit the organization. I would observe the employee performing the learned tasks and also test the employee, thus comparing pre-training test scores with post-training test scores. I believe an employee who learns a skill properly will develop work habits that will facilitate the completion of tasks and assist the organization in meetings its objectives.
Post-Training Assessments

8. Our Organization Modern Organization Communication Role Acceptance
Based on the different organizational structures, cultures, and values, I would say our company represents a modern organization theory in that the organization values the individual in assisting the organization in achieving its goals. The patterns of behavior are defined in the mission statement and policies implemented by the organization. Finally, the perception of organizational roles is understood and accepted by all members of the organization. Communication and coordination between departments allows the company to meet its productivity and performance requirements. The goals of the organization are growth, stability, and interaction between all employees in the enterprise.
Communication
Role Acceptance

9. References
These authors contributed to the data provided in the presentation.

10. Learning Points Theories Values Structure Culture Behaviors
Development
Structure
Performance
Values
Culture
Productivity
Behaviors
In this presentation, I talked about the different components of the organization and how these components assist the organization in the achievement of tasks, strategies, and long-term goals. Without the proper balance of an ideal culture, structure, behaviors, and values, the company will not continue to develop and grow. Performance assessments, productivity measures, and employee development will ensure proper task completion and competitive advantage for our company.

11. Thank You ! Team B thanks you for your review of this presentation
This concludes our presentation. I would like to open the floor to questions about our company and what changes we can use to ensure continued corporate success and goal achievement?
Team B thanks you for your review of this presentation