ORGANIZATIONA November 17, 2017

Michaela Rabuya

L BEHAVIOUR Student no: 0616093

ORGANIZATIONS

PRA CTICES:
Organizational Culture
Leadership
Creativity
 COMPASSION CANADA
Non-for-profit organization
Christian organization funded by Christians
Holistic Child Development
Partners with local churches
Best Christian Workplace awards
 VALUE VILLAGE
Savers brand
For-profit organization
Global thrift retailer
Partners with non-profit organizations
Operates in over 330 locations
 ORGANIZATIONAL CULTURE
Values, norms, guiding beliefs, and
understandings
Levels: artifacts, beliefs, values, assumptions
Characteristics: innovation & risk-taking,
attention to detail, outcome oriented, people
orientation, team orientation, aggressiveness,
stability
Goals, mission, vision and core values
 LEADERSHIP
Influence groups
Tasks: manage and inspire people
Theories: Trait, Behavioural and Contingency
Inspirational
Charismatic
Transformational
Transactional
Self-leadership
 CREATIVITY
Ability to produce novel and useful ideas
Different from innovation
Four dynamics: motivation, curiosity and fear,
the breaking and making connections, and
evaluation
Three-Component Model of Creativity
Three stages: Causes, Creative Behaviour and
Creative Outcomes
Factors that affect creativity
 COMPASSION CANADA:
ORGANIZATIONAL CULTURE
Strong dominant culture; Christian beliefs; Core
values; Diversified group of employees and volunteers:
100+ staff and around 500+ volunteers

IMPACT ON INDIVIDUALS: Self-esteem satisfied,

Adapts values

IMPACT ON GROUPS: Encouraged to sponsor

IMPACT ON STRUCTURE: Enhanced teamwork

 COMPASSION CANADA:
LEADERSHIP
CEO is employee-oriented and an authentic leader;
Uses Consideration and Path goal theory; Decision-
making is based on the boards decision; Enforces
communication, no information withheld

IMPACT ON INDIVIDUALS: Better performances

IMPACT ON GROUPS: Interest and Curiosity

IMPACT ON STRUCTURE: Effective team structure

COMPASSION CANADA: CREATIVITY

Motivates and encourages employees to be creative;

Staff celebration annually: Appreciating employees
with creative minds; Unique and effective programs:
sponsoring, donating, volunteering

IMPACT ON INDIVIDUALS: Employees feels

appreciated and motivated

IMPACT ON GROUPS: Changed lives, Encouraged to

volunteer

IMPACT ON STRUCTURE: Stability

 VALUE VILLAGE:
ORGANIZATIONAL CULTURE
Fun, productive, & very fast paced environment; Solid
career development; Core values; Hires without
discrimination; concern for the environment

IMPACT ON INDIVIDUALS: Career advancement

IMPACT ON GROUPS: Benefits non-for-profit

organizations

IMPACT ON STRUCTURE: Size and dissatisfaction

 VALUE VILLAGE: LEADERSHIP

Leaders lead by example; Actively soliciting feedback

on a regular basis

IMPACT ON INDIVIDUALS: Job satisfaction

IMPACT ON GROUPS: Changed lives

IMPACT ON STRUCTURE: Structural growth

 VALUE VILLAGE: CREATIVITY

Solutions-focused problem solving; Total Rewards

policy; Reusing and recycling old clothes

IMPACT ON INDIVIDUALS: Hesitance (Dirty clothes)

IMPACT ON GROUPS: Saves money

IMPACT ON STRUCTURE: Effective team

 COMPASSION CANADA VS.
VALUE VILLAGE
SIMILARITIES:
Associated with organizations
Diversified group of employees

DIFFERENCES:
Non-for-profit vs. For-profit
Employees are more involved in Compassion
Canada
 EFFECTIVENESS/IMPROVEMENT
Compassion Canada has built on a culture of
trust, respect & integrity
Alternative: Compensate volunteers

Value Village impacts people and the

environment; welcomes all diverse group
Alternative: Stop increasing price tags; Wash
clothes; Recruiting
 MAIN POINTS
Organizations are all different.
Organizational culture can have a strong
impact on both organizational performance
and member satisfaction.
Effective leadership is a must.
Encouraging and motivating employees
should be practiced.
Creativity leads to exceptional performance
 REFERENCES
Ferlic, K. (2008). Organizational creativity. Retrieved from
http://www.organizationalcreativity.info
How does company culture impact employees? (2015,
February 2). Retrieved from http://good.co/biog/ company-
culture-impact-employees
Johns, G., & Saks, A.M. (2017). Organizational behaviour:
Understanding and managing life at work (10 t h ed.). Toronto:
Pearson.
Kirst-Ashman, K.K., & Hull, G.H. (2010). Empowerment series:
Understanding generalist practice. Belmont, CA:
Brooks/Cole.
 REFERENCES
Langton, N., Robbins, S. P., Judge, T., Breward, K., & Robbins,
S.P. (2016). Organizational behaviour: concepts,
controversies, applications (7 t h ed.).
Mauzy, J., & Harriman, R.A. (2003). Creativity, Inc: Building
an inventive organization. Boston, MA: Harvard Business
School Press.
The flourishing culture podcast series. (2016, April 25).
Retrieved from http://blog.bcwinstitute.org/wp-
content/uploads/42-Barry-Slauenwhite-Compassion
Canada.pdf

Compassion Canada website: https://www.compassion.ca

Value Village website: https://www.valuevillage.com
THANK YOU! November 17, 2017

Michaela Rabuya
Student no: 0616093

VALUE VILLAGE
COMPASSION CANAD
A