2. Think about a company or organization where you currently work or one you worked at previously. Name the company.

3. Then study Figure 15.2 and the explanatory text. What organizational culture does your company have? Why? In your explanation, show what you have learned in your whole chapter study, not just on this one page/section.

Respond succinctly and clearly. 

Chapter 15 RGURE 15.2 The Organizational Culture Profile (OCP) Oncational culture is reflected in the different "personalities" exhibited by organizational members. Here, we ilustrate how different cultures are ced in one popular framework for examining such differences Culture Innovative Cultures Companies that have innovative cultures are flexible, adaptable, and experiment with new ideas. Aggressive Cultures Companies with aggressive cultures value outperforming competitors through competitive actions. Outcome-Oriented Cultures Companies that emphasize achievement, results and action as important values embrace an outcome-oriented culture. Stable Cultures Companies that emphasize predictable, rule-oriented, and bureaucratic adherence to rules and regulations exhibit stable cultures. People-Oriented Cultures Organizations that value taimess supportiveness, and respecting individual rights are said to display a people-oriented culture. Team-Oriented Cultures Companies that emphasize cooperation and collaboration among employees display a team-oriented culture. Detall-Oriented Cultures Organizations that emphasize precision and attention to detail: Example Snap, the maker of the one-on-one messaging platform, Snapchat, maintains user privacy, allows users to have fun through innovative features, and has a management structure allowing innovation. Nike has exhibited this culture in the past by embracing a mission statement that once read, "To experience the emotion of competition, winning, and crushing competitors. The outcome oriented culture of Nordstrom involves generously rewarding employees on several performance metrics and retraining or letting go of those who do not meet the targets. IBM's adherence to such rule following and the relatively consistent physical appearance of its employees has led some to conjecture that their mysterious nickname "Big Blue" might be a reference to the conservative blue suits that at one point were a near uniform for their employees. Starbucks' policy of offering health care benefits, tuition reimbursement, and free coffee to both full and part-time employees make the coffee singer a model of this profile. Southwest Airlines facilitates this culture by cross-training employees and carefully weeding out individuals that might not be team players during their interview process. Detail-oriented cultures make data driven decisions, as in the case of Stitch Fix, where data analytics help the company identify clothing customers will keep. Snapchat HAOND IBM HO