What would be a good response to A Dysfunctional Culture at the Microsoft Store

Working at the Microsoft Store, I saw various components of a dysfunctional culture that affected the general operations of the company. The fact the store hired many young people fresh to the job helped to define the culture. This relationship produced a situation sometimes lacking responsibility and was quite slack. Lack of discipline and professional development followed from employees not living up to high expectations. Management also lacked much control, and policies were not rigorously implemented, which let staff members act with minimum penalties. These unorganized surroundings thus resulted in low morale, underperformance, and less creativity.

Effect of the Inaccurate Culture

Microsoft Store suffered greatly from the dysfunctional culture that it carried. Poor customer service and reduced retail performance resulted from the laid$-$back atmosphere where staff members felt little pressure to satisfy expectations. There was minimal team cooperation and employees lacked drive to raise their competency. The lack of strong leadership and efficient channels of communication aggravated these problems even further and helped to create complacency. As Kotter et al$.(2021)$ underline, businesses cannot keep production or promote innovation without a good culture. The company suffered to reach its goals and keep top talent without responsibility and well$-$defined expectations. Hampered by the dysfunctional culture was the store's capacity for adaptation and innovation. In retail, particularly in Microsoft's technologically driven surroundings, competitiveness depends on constant innovation. However, the lack of organized leadership and a culture that encouraged mediocrity hindered any attempts at improvement. The general lack of involvement hampered the store's capacity to grow with the fast$-$changing technological scene; employees were not motivated to investigate fresh ideas or take initiative. Lee $(2020)$ emphasizes that, something lacking at Microsoft Store, innovation calls for a supportive culture whereby staff members feel free to take risks and propose improvements.

Proposed Changes as a Leader

Establishing more responsibility would be the first thing I would have done if I had been in a leadership post at Microsoft Store. This would entail defining precise performance goals for staff members and guaranteeing regular application of policies and guidelines. Furthermore, vital for employees to grow professionally and remain in line with the objectives of the shop are regular check$-$ins and feedback sessions. Toma $(2019)$ claims that establishing responsibility not only increases output but also motivates staff members to own their job, which is crucial for creativity. I also would have set up a more ordered framework for team cooperation and correspondence. Frequent team meetings where staff members may exchange ideas and comments would help to create a more inclusive culture and inspire the creation of creative concepts. The store might have used the skills of its young, tech$-$savvy personnel to promote change and improve customer experiences by establishing a culture that values comments from all team members $($Kotter et al$.,2021).$ By putting these improvements into effect, the store's culture would have moved from one of complacency to one emphasizing development and creativity.

Microsoft Store's dysfunctional culture, which was characterized by lax management and a lack of responsibility, significantly hindered its ability to operate and innovate. The company might have developed a culture that promoted employee development as well as creativity by encouraging a more ordered atmosphere with open communication and well$-$defined expectations. Driving organizational transformation and guaranteeing long$-$term success depend on a healthy, supporting culture, as Kotter et al$.(2021)$ and Lee $(2020)$ advise.