Do you feel like your organization supports most of these or are they guilty of doing mostly the opposites? Focus in on at least two of these imperatives and discuss how your organization is or is not upholding them (possibly with policies that support the opposite).

The organization I am working in belongs to the telecommunication industry. The organization supports many of the guideline that is being followed by Goffee and Jones in their “dream company diagnostic”.

My organization mainly magnifies the strengths of the employees. This is done        through various games and competitions that take place within the organization. The managers at the end of every month, declares in front of all the employees of the company, the best performer of the month (Goetsch & Davis, 2014). The employee receiving a high score in the performance part, are rewarded either through cash or through kind. Best performer of the week is given a token or a coupon, which can be redeemed at the end of every month. This method of focusing on the strengths of the employees in turn motivates the employees in performing better and also encourages them to work in a team for the betterment of the company (Alliger, 2015). This also helps is maintaining a better understanding and communication between the employees and their higher authorities. Another aspect that the company follows is maintaining a clear external an internal communication (Mujtaba, 2013). The employees are encouraged to communicate the new ideas and their opinion is taken into consideration for the final decision making of the organization. Thus, the employees know their importance in the organization, which in turn, help in the growth of the company (Greene, 2018). 

Consider the idea of a “dream company diagnostic”. Given your own job, company, and the industry in which you work: what would you add to this list when it comes to your own job situation and why?

The organization I work in follows many of the guidelines like that of Dream Company diagnostic. I work as the marketing manager in the organization. I make sure that the employees and the team members feel motivated to do their job. Apart from the guideline followed by the dream company diagnostics, I follow many other guidelines in order to help the employees work harder for the organization (Greene, 2018). These are:

• Encourage suggestions and new ideas
• Organize meeting at the end of every month in order to make sure of their issues related to their job.
• I assign work to the employees according to their expertise.
• I make sure of their holidays after the successful completion of a huge project (Mujtaba, 2013).

References:

Alliger, G. M., Cerasoli, C. P., Tannenbaum, S. I., & Vessey, W. B. (2015). Team resilience. Organizational Dynamics, 44(3), 176-184.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Greene, R. J. (2018). Rewarding performance: Guiding principles; custom strategies. Routledge.

Mujtaba, B. G. (2013). Managerial skills and practices for global leadership. ILEAD Academy.