9. Organizational culture is what you learn about a company when you study their rules, norms, and values Shared values, beliefs, and perceptions help by employees Gives meaning to situations encounter Influences the attitudes and behavior of staff

10. The most common criticism about the business is poor customer service/management. Reviews also state that Bartini’s is “nothing new” when it comes to the Indianapolis night club scene as well as saying Bartini’s is nothing more than “a mix,” of other bars in the area. Though we should take into account the people that write reviews are sometimes compelled to do so because of a bad experience.

11. 1. What is Cadillac Ranch and Bartini’s primary business objective? 2. Does Cadillac Ranch and Bartini’s have a mission/vision statement? Is it displayed? Do employees believe in it? 3. How does Cadillac Ranch and Bartini’s view its employees? 4. Who is involved with the decision making process? 5. Describe the management style. 6. What is the dynamic between employees? 7. Describe the ideal worker for Cadillac Ranch/Bartini’s. 8. How do they conduct themselves at work? 9. Do people look up to them for help and guidance? 10. Describe a story that employees frequently tell at Cadillac Ranch/Bartini’s. 11. What does this say about the culture of the company? 12. What are some traditions the employees participate in? 13. Do employees get recognized for what they do? 14. How does a new employee become “accepted”? 15. Describe the dress at work. 16. Describe the furniture and decorations. What does this say about the company?

12. The first observation we made was that no employee knew the primary objective of Bartini’s. The mission and values of the firm didn’t seem to be transparent to the hourly employees. Each employee had a different response for the question, they range from becoming a national known brand to making the most money in the Indianapolis bar scene, or optimizing the dinner crowd and taking advantage of the upcoming super bowl.

13. This wide variety of responses is an indication that the communication process within Bartini’s has a break down, because the encoding and decoding steps contain noise which is interfering with the delivery of the original message. Within the observable artifacts the mission statement is not displayed or known by the employees. When asked if the mission statement was displayed or known the employees responded to the question in uniform; “Not to my knowledge.” The lack of a clearly defined mission statement can often be an indication of a weak culture.