Reference no: EM132249882

Discussion

Organizational culture "provides guidance, whether intentional or de facto, on what is done (or is not), how it is done (if it is), and why it is or isn't done (Conner Partners, 2010).

There are several different factors to consider when looking at organizational culture within my Strategic Plan such as recruitment of additional employees, effective training for employee success, being a role model for other employees, providing positive reinforcement when sales are made or clients are added, and mentoring when sales don't occur (David & David, 2017). Additional employees under myself allows for me to make additional commissions. Training other employees to be their best allows for more clients to be added and sales to be made, again, increasing my commission.

Role modeling to other employees how to act ethical and look at the best decisions for the clients' financial plans will gain the employees respect and trust and allow them to look out for the clients' best interest which will allow them to make the sales easier. If you provide positive reinforcement when the good things happen, the employees will keep preparing for the sale in the same way as before which keeps having positive results.

Mentoring the employees when something doesn't go correctly just allows the employee to ask questions about why the strategy they went about didn't work and to understand what to do differently the next time.

Ultimately, when the organizational culture is working in harmony, sales will increase from clients and this will end up increasing my commission.

References

Conner Partners. (2010). Corporate Culture and Its Impact on Strategic Change.

David, F. R., & David, F. R. (2017). Strategic Management: A Competitive Advantage Approach, Concepts and Cases (Sixteenth ed.). Boston: Prentice Hall.