Organizational Structure and Culture

Using the standards on the McGinty/ Moss assessment, the scores fit in my general expectations in various ways. The answers to the assessment are based on the corporate culture of my organization, and they reflect the way the company acts and approaches culture issues. The answers also reflect the attitude of the organization leadership, my colleagues, and the overall environment. Compared with the McNamara categories, the results reflect the assumptions, values, norms, and tangible signs of the organization. More specifically, the results are consistent with the baseball team culture where employees are regarded as free agents with highly prized skills. Usually, the employees are in high demand and can easily get employed elsewhere.

Organization analysis consistent with the McGinty/ Moss Assessment and McNamara Categories

Virtually, organizational culture reflects the personality of the organization, including assumptions, values, norms, and employees as well as leadership behavior. Corporate culture is often viewed as a system where inputs are in the form of feedback and values, while the process includes the assumptions and output is the impact of the culture. Importantly noted, the element of corporate culture is a complex subject, yet an important one. Compared to the McGinty/Moss assessment and the McNamara information, an assessment of the company’s culture reveals a considerable amount of similarities about my organization. For instance, according to the explanation by McGinty and Moss (2001) assessment, scoring the most “true” responses for questions 1 to 5 reflects a deliberative/ traditional culture. More specifically, the culture is often intellectual, and people tend to consider issues carefully before making a change. The organization also has several formal systems and senior management frequently communicates with employees to consistency in the processes. Another similarity is visible in the question 11 to 15, which features the seat of the pants culture. The type of culture reflects a positive work environment where employees share a strong connection with each other. The strong connection also enables employees to respond collectively in the face of a crisis and to solve problems before they escalate to unmanageable levels. Ultimately, from an employee point of view, there is a lot of similarities between my organization and the baseball team culture as outlined by McNamara.

Improving Managerial Skills

Within the business setting, management refers to efforts that keep things afloat at the organization. For organizations to be successful, managers should master certain basic skills in management to help avoid a crisis that may arise from situations and to steer the organization towards success. Importantly noted, management plays a critically significant role in promoting organizational culture since they are responsible for managing employees and form an integral part of shaping it. According to Kane-Urrabazo (2006), it is often assumed that cultures are predetermined, but this is a false assumption. Instead, managers every level understands their role and responsibility in promoting a workplace environment that nurtures a positive culture for increased employee satisfaction and organizational success. The assessment and the McNamara categories helped improve my managerial understanding by elaborating on the concept of organizational culture and its significance to the organization. More particularly, the assessment helped me reflect back on the organization’s corporate culture, my role and contributions as well as that of my colleagues and organizational leadership.

How the Organization Culture fits with employees

Virtually, culture is shaped by the people working in an organization and is often defined by the way the average employee does things and behaves. For instance, employees who perceive their beliefs and behaviors as aligned with the organization values and culture demonstrate greater work satisfaction and increased productivity. Ideally, after going through with the assessment, the organization culture fits with my beliefs, values, and norms. For instance, as an operations engineering superintendent, I believe in solving issues as soon as they arise, an element that duplicated in the organization culture. Consequently, I believe in employee empowerment and when the organization can no longer support career growth, then they should release the employee and encourage them to pursue their career in other organizations that accommodate their development demands.

Personal reflection

The McGinty/ Moss assessment was designed to help analyze and provide a narrowed down understanding of the organizational culture. The questions were designed to break down the complex corporate culture and provide an easy understanding of corporate culture. Ideally, the questions were extremely helpful in analyzing and understanding the corporate culture of my organization. It provides a detailed insight into what makes up the organizational culture. Thus, it is right to say that the questions assess what is needed to analyze the culture of the company.

Within the organizational setting, the people working there determine the culture of the organization. Employees play a critically significant role in shaping the organizational culture. Consequently, managers play an important role in promoting corporate culture. They must also exercise caution when making decisions because subordinates will always scrutinize them. Ensuring fairness and equitability, while at the same time upholding the ethical standards should be upheld continuously to ensure consistency in the organization culture.


Kane-Urrabazo, C. (2006). Management’s role in shaping organizational culture. Journal of Nursing Management, 14(3), 188-94.

McGinty, D. W., & Moss, N. (2001). Quiz: what is your corporate culture. Retrieved from:

McNamara. (2000). Organizational culture and changing culture. Free Management Library. Retrieved from:

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