I will pay for the following article Comparing and Contrasting Different Organizational Structures. The work is to be 11 pages with three to five sources, with in-text citations and a reference page.

I will pay for the following article Comparing and Contrasting Different Organizational Structures. The work is to be 11 pages with three to five sources, with in-text citations and a reference page. Different organizations have vast cultures because they depend on the organization’s nature of business. Organizational culture influences a sense of identity to the employees, which in turn enhances commitment to something larger than the usual self. This paper will analyze a summative review of Siemens organizational structure and culture and compare it with organizations. Comparing and contrasting different organizational structures and culture with that of SiemensCompany Siemens is the world’s largest electrical engineering and electronics company whose headquarters are based in Germany and has branches that operate in 193 countries worldwide (Tung 2001, p. 183). Despite that the company has operated internationally, it focused on the German home market until the 1990s when it restructured. This restructuring process meant that Siemens had to change its old organizational structure and culture towards a new and ethical one (Phillips & Gully 2012, p. 481). The new organizational structure and culture are complex because Siemens is a diverse company situated in diverse locations in the world. Nevertheless, the company embraces the flow of internal and external communication where semiformal strategy is utilized. More so, the leaders exercise and maintain a semi-formal attitude that encourages employees to communicate especially when considered that the company is diversifying far and wide towards other foreign markets. Wal-Mart is a renowned retail outlet in the world, whose structure and culture was set by its founder Sam Walton. The founder had clear objectives for the company that had to be achieved by adhering to values and principles. Wal-Mart’s organizational structure is designed in a way that enables it to have a wide range of control because it clearly identifies employees and authority roles. More so, Wal-Mart maintains a good working environment that encourages the employees to have trust, which in turn enhances good customer services (Solomon 2004, p. 5). The company also has a strong organizational culture that depicts through its mission statement, which aims at providing better quality products at lower prices than any other competitor provides. This culture affects the company’s business because it determines the prosperity of the business. Apple is a world’s outstanding high technology company based in the U.S. The structure of the company could be referred to as nonexistent because the company has no clear set principles. This means that Apple makes its decision depending on the work at hand. The granted freedom allowed employees to make decisions at different levels and the corporate office had a hard task keeping track of spending and purchasing, an aspect that once affected Apple’s profitability (Dubrin 2012, p. 287). The culture of Apple Inc. is of a rare case because the company has no chain of command that supervises the employees. This means that the employees are self-motivated. hence, pushing them to work hard because they do not have bosses to push them around. In comparison, the three organizational structures have a common similarity in creating a friendly working environment&nbsp.where any stakeholder can contribute to the company’s success. More so, each company has its own chain of command that ensures that the eventuality of the company’s objective is met.

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