Running head: PAPSYLL Culture Analysis Paper 2 Papsyl NAME CLASS DATE Introduction Today world of business is characterized by rapid technological dynamism that intensifies regarding self-changing values and competition. An organization can only remain competitive if they are ready to embrace dynamism. Therefore, there is a need to embrace regular interaction of knowledge and organizational learning (Schein, 2010). Therefore, any organization prevailing organizational structure is critical to the business success. The organization culture to be researched is an IT company called Papsyl that deals with the production of both hardware and software. Literature review The organizational culture is based on individual and organizational learning which is based on knowledge psychology (Schein, 2010). Psychology argues that there are two types of knowledge namely procedural and declarative. The declarative refers to an object that is things and persons, and facts such as processes and issues. On the other hand, procedural knowledge involves cognitive actions and processes. Moreover, declarative knowledge can be described as “knowledge of something”’ and is regarded as expertise or process knowledge. Procedural learning involved mostly in the organization culture includes the stimuli perception and appropriate behavior initiation. The analytical process of prior experience is referred to as contextual placement is emphasized in organization culture (Schein, 2010). On the other hand, there is there is declarative learning that involves the development of cognitive association or behavioral guidelines. However, there is needed to be careful when interpreting the dichotomy. Both types of knowledge and level of learning, there is analogies comparison between organizations and humans that indicates the organizational culture and procedural elements as organizations declarative element. The analogies are based on some assumptions. · People utilize procedural knowledge in the interaction of environment through their action and reaction. In comparison, firms use appropriate structures (processes, procedures) in the generation of activities that interacts with the environment. · Primarily, declarative knowledge is the initiation point before procedural knowledge and subsequent actions undertaken by people in the organization. Correspondingly, organization culture is described as the organization declarative knowledge because it provides the guidelines and the meaning for the behavioral patterns assumed by the organization employees. Consequently, human learning and organizational process assume comparable phases where any organizational structure changes are regarded as procedural learning while culture change is regarded as declarative learning. However, it is possible for a specific learning process to assume a prominent role in the environment people interact. Ostensibly, the individual learning process is the preliminary point i ...

1. Running head: PAPSYLL Culture Analysis Paper 2
Papsyl
NAME
CLASS
DATE
Introduction
Today world of business is characterized by rapid technological
dynamism that intensifies regarding self-changing values and
competition. An organization can only remain competitive if
they are ready to embrace dynamism. Therefore, there is a need
to embrace regular interaction of knowledge and organizational
learning (Schein, 2010). Therefore, any organization prevailing
organizational structure is critical to the business success. The
organization culture to be researched is an IT company called
Papsyl that deals with the production of both hardware and
software.
Literature review

2. The organizational culture is based on individual and
organizational learning which is based on knowledge
psychology (Schein, 2010). Psychology argues that there are
two types of knowledge namely procedural and declarative. The
declarative refers to an object that is things and persons, and
facts such as processes and issues. On the other hand,
procedural knowledge involves cognitive actions and processes.
Moreover, declarative knowledge can be described as
“knowledge of something”’ and is regarded as expertise or
process knowledge.
Procedural learning involved mostly in the organization culture
includes the stimuli perception and appropriate behavior
initiation. The analytical process of prior experience is referred
to as contextual placement is emphasized in organization
culture (Schein, 2010). On the other hand, there is there is
declarative learning that involves the development of cognitive
association or behavioral guidelines. However, there is needed
to be careful when interpreting the dichotomy. Both types of
knowledge and level of learning, there is analogies comparison
between organizations and humans that indicates the
organizational culture and procedural elements as organizations
declarative element. The analogies are based on some
assumptions.
· People utilize procedural knowledge in the interaction of
environment through their action and reaction. In comparison,
firms use appropriate structures (processes, procedures) in the
generation of activities that interacts with the environment.
· Primarily, declarative knowledge is the initiation point before
procedural knowledge and subsequent actions undertaken by
people in the organization. Correspondingly, organization
culture is described as the organization declarative knowledge
because it provides the guidelines and the meaning for the
behavioral patterns assumed by the organization employees.
Consequently, human learning and organizational process
assume comparable phases where any organizational structure
changes are regarded as procedural learning while culture

3. change is regarded as declarative learning. However, it is
possible for a specific learning process to assume a prominent
role in the environment people interact. Ostensibly, the
individual learning process is the preliminary point in the
organization teaching (Barney, 2006). Therefore, individual
learning entails the provision of the impetus for associated
organizational change. Hence, such implementation change
calls for the vibrant individual learning process that involves all
the organization members depending on the organization actual
scope changes. The research on the organization culture of
Papsyl organization will include three procedural steps namely
analysis, development, and design.
Culture analysis
In principal, the partial goals analysis was used in preparation
and description of current culture through utilization of proper
resources (Cooper & Schindler, 2005). The research data
collection used in this analysis is the questionnaire,
participation observation, and verbal questioning. The research
method used depends vibrantly on available resources and
considerations of economic and human resource factors. The
description of current organization culture was formed
according to the predetermined model based some specific
underlying assumptions.
Questionnaire
The administration of questionnaire was preferred because of its
associated advantages namely reduced cost and time required
(Cooper & Schindler, 2005). The departmental heads and a
preferred return ratio administered the questionnaires personally
from about 40%. Quick questionnaire to establish the general
organization current culture will be undertaken. On the other
hand, conduction of semi-standardized interviews will be taken
on individual staffs especially during lunchtime and in the
evening. The aim of the interview is to get a detailed outlook
from the interviewee’s point of view.

4. Participation observation
This refers to data collection method that used for verification
and support of other used inquiry methods (Cooper & Schindler,
2005). The members of the team that will collect data will
participate in discussions and meetings that will involve the
organization leading staff and executives. Moreover, the data
collection team will spend a considerable amount of time in
participation observation.
Verbal question
The verbal question will be undertaken in the form of structure
an half-standardized interviews by interviewing five executives
and 20 employees and mostly head of departments and opinion
leaders. The aim of using semi-standard interviews is to pursue
two objectives, one of them being to obtaining of comparative
answers and the other one is asking of specific questions that
require some clarification from the interviewee. Owing, to the
special position assumed by some of the interviews, for
example, the executives and departmental heads, there is a need
for appointment scheduling.
Secondary data analysis
Apart from using primary data analysis, the researcher will also
use secondary data analysis where secondary data is used to
derive a conclusion of the research undertaking. Secondary data
refers to referencing of existing data alongside newly collected
data through primary analysis. The most preferred secondary
data analysis is the ethnography whereby the researcher avails
himself of the information range that is already documented on
the issues being researched (Cooper & Schindler, 2005).
Therefore, secondary data analysis is more quantitative or
positivist approach, and it is this documented information that
is used in the development of the hypothesis that is used in
testing of emerging research process.
Principally, it is more discovery-oriented and open-ended
approach that goes hand in hand with qualitative and
ethnography method. Ostensibly, the secondary data analysis is
significant in the exploration of used research assumptions and

5. it is referred to as an early hypothesis. Consequentially, it helps
in generation of questions requiring further exploration. In all
the approved research approaches, secondary data is the only
method that helps in identification of the gaps in the already
available information regarding the research topics. On the
other hand, it helps in suggesting methods that may be required
in securing valid and reliable data in the topic or the question of
interest.
Secondary data sources to be used in this research include
popular and scholarly products and publications, statistical and
archival data retracted from administrative source.
Consequentially, secondary data is retrieved from the
organization data archives such as special publications, and
business directory, company data such as tombstones,
biographies, autobiographies, and diaries (Cooper & Schindler,
2005). It is recommended that the researcher should explore the
study population and topic before proceeding to the primary
data collection. Regarding the existence of secondary sources
and statistical data, many organizations, associations, or
agencies have relevant data online. Therefore, it is
recommendable that before venturing into primary data
collection to first the available online sources.
Discussion
Organization culture is a significant factor in the success of the
company, and it determines the organization capabilities in
support of the changes, new strategies, and new policies
encountered during the business operation. The team employees
are integrated and developed into adapting the organization
culture that facilitates strident innovation (Schein, 2010). The
organization culture is geared towards business strength that
promotes in SWOT analysis and also imposes challenges and
limits to the firm. Nevertheless, has been gradually fine-tuning
the organization culture into correctly matched dynamics of the
business environment.
The organization culture is made up of necessary characteristics
that ensure that corporation achieves a market leading position

6. or competitive advantage (Barney, 2006). Nevertheless, the
organization structure also poses some challenges in human
resources optimization. This organizational culture helps in
effective supporting of the company leadership attributed to
significant features fitting the business. Different ventures or
organization have diverse culture requirement. For instance, in
this organization, there are some significant organization
culture characteristics such as considerate combativeness,
secrecy, innovation, creativity, and top-notch excellence.
Creativity
Papsyl organization recruits the top cream professionals in the
industry based on skills, knowledge, and creative abilities.
Ostensibly, the organization has policy that highlights the
creativity importance. Employees involved in the organization
product development and design are supposed to done
artistically and creatively. The organization culture enables the
firm to maintain the solution development capacity to customer
needs and business needs.
Top-notch excellence
The organization has embraced a strict organization culture of
selecting the best of the best in their employee’s recruitment.
The corporation CEO who also happens to be the founder has
set record of firing employees that fails to meet his objectives
and expectation. The founder’s tradition and way of doing
business have been inculcated into all employees in the
organization. Excellence is emphasized in all departments and is
hugely attributed to the success of the organization since
inception especially in the product development and design.
Secrecy
The founder of the organization and who is the current CEO has
inculcated the culture of secrecy, which he initiated as a
minimization strategy to intellectual property and proprietary
information theft. Upon hiring, the newly recruited employee
take oath to maintain the organization secrecy and this culture
is imprinted in the firm’s rules, policies, and employment
contract. This helps the organization to mitigate occurrence of

7. industrial intelligence and negative employee poaching effects.
Innovation
The organizational culture of this corporation is highly
innovative and frequently appraised in the position of the
promising corporation in the IT industry. The employees are
encouraged and trained to be innovative regarding ideas
contribution and individual performance, especially in the
product development procedure. The organizational culture
accomplishment in the facilitation of rapid innovation is the
organization heart of the business.
Moderate combativeness
The organization is characterized by moderate combativeness
feature that is linked to the CEO combative approach type of
leadership. The CEO is known to challenge employees randomly
to be alert and up the task.
Implication of the organizational culture
Benefits and advantages
The combination of innovation, creativity, and top-notch
excellence in the organizational culture is a prerequisite of
outstanding organization leadership. Consequentially, the
human resource characteristic empowers the organization to
achieve competitive advantage, and they are critical to the
success of the organization. Excellence and creativity are
significant in the innovation process.
Weakness and drawbacks
The Papsyl organization culture comes with its fair share of
challenges especially due to the emphasis on secrecy and
moderate combativeness degree. Consequentially, the secrecy
limits atmosphere between the work and moderate
combativeness are a disadvantage of limitation of morale of
employees and indication that organization culture still has
room for improvement aimed at strengthening the capabilities of
human resource.
Conclusion
In conclusion, the organizational culture is based on individual

8. and organizational learning, which is based on knowledge
psychology. Psychology argues that there are two types of
knowledge namely procedural and declarative. Organization
culture is a significant factor in the success of the company, and
it determines the organization capabilities in support of the
changes, new strategies, and new policies encountered during
the business operation. The organization employees are
integrated and developed into adapting the organization culture
that facilitates strident innovation. The organization culture is
geared towards business strength that facilitates in SWOT
analysis and also imposes challenges and limits to the firm. The
combination of innovation, creativity, and top-notch excellence
in the organizational culture is prerequisite of outstanding
organization leadership. The Papsyl organization culture comes
with its fair share of challenges especially due to the emphasis
on secrecy and moderate combativeness degree.
The research data collection used in this analysis is a
questionnaire, participation observation, and verbal questioning.
The research method used depends vibrantly on available
resources and considerations of economic and human resource
factors. Apart from using primary data analysis, the researcher
will also use secondary data analysis where secondary data is
used to derive a conclusion of the research undertaking.
Secondary data refers to referencing of existing data alongside
newly collected data through primary analysis.
Reference
Barney, J. B. (2006). Organizational culture: can it be a source

9. of sustained competitive advantage? Academy of Management
Review, 11(3), 656-665
Cooper, D. R., & Schindler, P. S. (2005). Business Research
Methods (McGraw-Hill. London, UK: Mcgraw Hill Book Co Of
Aust P/l.
Schein, E. H. (2010). Organizational culture and
leadership (Vol. 2). John Wiley & Sons.
2
Papsyl
NAME
DATE
SUBJECT

11. Contents
Introduction
Current Culture
Change Analysis
Recommendations
Justification
References
Introduction
Current culture
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12. CHANGE Analysis
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Recommendation 1
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Recommendation 2
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Recommendation 3
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Justification
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References
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13. References
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References
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References
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