A Brochure Describing the Company’s Structure, Business Model, and Culture, Research Paper Example

Organizational Structure

Sunshine Cleaning Services will use the functional departmentalization, which may be regarded as the the formal arrangements or grouping of organization activities in such a way that an organization could effectively and efficiently accomplish its stated goals and objectives may be regarded as an organization’s structure (Adler, 2002). Taking this definition into consideration, the case in point organization, Sunshine Cleaning Services may be regarded as an organization that follows the functional organization’s structure. In a functional organizational structure, an organization group its activities on the basis of specialization functions like finance, operation, supply chain management, etc (George & Jones, 2004).

Business Model

The business model of Sunshine may be regarded as the manner in which Sunshine creates delivers and capture value for its target market. The value proposition of Sunshine has been built on the premise to provide the best customer services to its target market.

Business Culture

Sunshine Cleaning Services has a proactive culture that serves as a base and foundation for the informal relationship between members of the organization and helps the firm in accomplishing its long-term goals and objectives (Rafeli & Worline, 2000).

Description

Structure of Business Organization

The organization structure that Sunshine Cleaning Services is using is associated with efficient use of organization resources, and tend to produce quality of output and services for the organization’s customers, and an organization may be in a position to provide solid and technical services to its target market, however, the functional departmentalization suffers from the dysfunctions of poor communication between different functional departments of the organization, decisions tend to be made at the top of hierarchy, and may sometime results in overspecialization (Mullins, 2007).

The choice of functional departmentalization has been made due to the inherent advantages, particularly as the major goals and objectives of the firm is to provide best customers services to its target market, the type of departmentalization serves the needs of organization in the best possible manner as functional structure is associated with specialization and more focus on the customer’s needs and wants which is the major objective of Sunshine Cleaning Services.

Business Model of Sunshine Cleaning Services

The organization believe that by providing best services to the target market, the organization may prospers in the long-run as the long-term success and accomplishment of an organization’s goals and objectives depends on the way an organization creates long-term value that is used for the satisfaction of customer’s needs and wants (Kotler & Armstrong, 2003).

Creating satisfaction is regarded as the core business activity at Sunshine, and the organization believe that the satisfied customers will not only repeat purchase the organization’s services but will also helps in generating positive word of mouth for the organization, which is regarded as the most dominant form of promotion and marketing communication.

The choice of the model has been made due to the fact that essentially Sunshine provides services, and most of the organization in the industry provides comparable services which could not be distinguished physically. However, by providing the best customer services and working towards creating long-term customer’s value by using the relationship marketing approach the organization is creating long-term relationship with the target market, the benefits of which could be in the form of consistent demand and market share for the organization leading towards the accomplishment of the organization’s long-term goals and objectives (Kotler & Armstrong, 2003).

Organization Culture of Sunshine Cleaning Services

The organization culture at Sunshine Cleaning Services serves as the glue that coordinates the efforts of different members of the organization. In addition, the organization uses the culture to create a shared vision across the organization to work for the accomplishment of the firm’s long-term goals and objectives and inspires them to put all their energies for the satisfaction of customer’s needs and wants (Rhinesmith, 2008).

Due to the proactive culture at Sunshine, the management is fully exploiting the potential of its human talent, and members of the organization take the desired risk, and by fostering creativity and innovativeness, the organization is creating efficiency and effectiveness, while accomplishing its goals and objectives. In addition, due to the organization culture members of the organization concentrate their efforts, and although the task of the organization has been grouped into different functional tasks, the organization culture works as a joining glue and helps in coordinating and integrating the activities of different members of the organization (Tayeb, 2003).

The organization culture has been designed on the premise, as Dutch management Professor Geart Hofstede (2001) has pointed out that culture is “the software of the minds”. By working on the basic software, an organization may facilitate the working relations between different members of organization and could also accomplish the customer’s needs and wants satisfaction objectives of the business organization. The proactive culture at Sunshine helps members of organization to interact with each other in most effective manner and shared different information thus leading towards the accomplishment of the organization’s long-term goals and objectives.

Works Cited

Adler, N. (2002). International Dimension of Organizational Behavior (4th Edition). USA: South Wester Colleg Publishing.

George, J. M., & Jones, G. R. (2004). Understanding and Managing Organizational Behavior. USA: Addison Wisley Publishing Company.

Hofsteds, G. (2001). Culture’s Consequences, 2nd Edition. USA: Thousand Oaks.

Kotler, P., & Armstrong. (2003). Prinicples of Marketing. USA: Pearson.

Mullins, L. J. (2007). Management and Organizational Behavior. UK: Pitmans Publishers.

Rafeli, A., & Worline, M. (2000). Symbols in Organizational Culture. In N. Ashkanasy, C. Wilderom., & M. Peterson, Handbook of Organizational Culture and Climate (p. 71). USA: Thousand Oaks/ Sage Publications.

Rhinesmith, S. (2008). A Manager’s Guide to Globalization. USA: Pearson Education Ltd.

Tayeb, M. (2003). International Management: Theories and Practice. USA: Prentice Hall International.