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    ***Need speaker notes as well as slides*****
    See attached IDEO case study and grading guide
    Microsoft PowerPoint presentation****
    APA format*********
    Resources: Ch. 8 and 9 of Management and Case Study, Ch. 8 p. 257: IDEO’s Culture Reinforces Helping Behavior

    Prepare a 7- to 10-slide Microsoft® PowerPoint®, Prezi, or Microsoft® Sway® presentation supporting the following scenario relative to the IDEO case description in Ch. 8 of Management.

    You have studied the organizational culture in place at IDEO and are making a presentation about this company to your company’s top management team.

    Describe the organizational culture at IDEO.
    Analyze techniques used by IDEO to embed organizational culture.
    Identify the organizational culture used by your organization/company. Make a recommendation as to whether you think the IDEO culture could be successfully implemented at your company.
    Recommend mechanisms your company would need to employ should management decide to implement a culture change in line with the IDEO culture.
    Include speaker notes for bulk of communication. Slides should contain headlines, graphics, and bullets.

    Include an introduction and conclusion slide, as well as a reference slide.


Subject Business Pages 3 Style APA



  • [NAME]
  • [Institution]
  • Introduction
  • IDEO uses design-based and human-centered approach to:
  • Help organizations improve their operations and achieve growth.
  • Attain profitability goals
  • The success is founded on a culture that values, supports and strengthens a helping behavior (Amabile, Fisher & Pillemer, 2014).
  • This presentation Analyses the organization’s culture and techniques.
  • The Organizational Culture at IDEO
  • An organizational structure refers to a system that summarizes how specific activities are performed in an organization (Denison, 2010).
  • IDEO has a strong family-like culture.
  • Full employee involvement from senior to junior levels.
  • CONTINUATION: The Organizational Culture at IDEO
  • Collaboration and helping behavior is encouraged because current problems are complex and require creativity.
  • CONTINUATION: The Organizational Culture at IDEO
  • Uses generosity in stating personal accomplishment as a tool to select potential employees that recognize helping culture.
  • A reciprocity-free environment where everyone is considered a helper.
  • Help-driven task allocation (Amabile et al., 2014).
  • Financial incentive-free.
  • Techniques Used by IDEO to Embed Organizational Culture
  • Helping behavior and collaborative support are not natural products in a typical workplace.
  • Therefore, IDEO uses specific techniques to entrench its organizational structure:
  • Leadership belief in collaboration and helping behavior (Amabile et al., 2014).
  • Eliminating the reciprocity and shame in asking for help
  • CONTINUATION: Techniques Used by IDEO to Embed Organizational Culture
  • Incorporating helping behavior and collaborative support into the organizational processes and roles.
  • Accepting that helping is a discretionary behavior.
  • Overlooking favorite talent-management levers used by other corporate leaders such as financial motivation and fancy technologies (Amabile et al., 2014).
  • Organizational Culture Used by my Company
  • Divisional organizational culture.
  • employees are divided into segments that match a specific market, service or product.
  • Each segment enjoys a certain level of independence (Kinicki & Williams, 2016).
  • The possibility of Implementing IDEO’s Culture
  • IDEO’s organizational culture could be partially implemented in our company successfully.
  • Full implementation is not possible due to:
  • The nature of the operations.
  • Most tasks require individual responsibility.
  • However, it is applicable in certain segments that require knowledge sharing.
  • Mechanisms Necessary to Implement a Culture Change
  • Leadership definition and vision.
  • Alignment of culture, goals and customer needs (Russell & Taylor-Iii, 2008).
  • Motivation
  • Conclusion
  • There is an increase in the complexity of the problems clients seek to solve.
  • The culture of collaboration has enabled the workers to pool the best creative ideas from the best sources (each other) to address the problems.
  • The same strategy can be applied in our chain stores because:
  • It reduces the cost of operation.
  • Increase efficiency .



Amabile, T., Fisher, C. M., & Pillemer, J. (2014). IDEO’s Culture of Helping. Harvard business review, 92(1), 54-61.

Denison, D. R. (2010). Corporate culture and organizational effectiveness. John Wiley & Sons.

Kinicki, A., & Williams, B. K. (2016). Management: A practical introduction (17 ed.). New York, NY: McGraw Hill Education.

Russell, R. S., & Taylor-Iii, B. W. (2008). Operations management along the supply chain. John Wiley & Sons.














Appendix A:

Communication Plan for an Inpatient Unit to Evaluate the Impact of Transformational Leadership Style Compared to Other Leader Styles such as Bureaucratic and Laissez-Faire Leadership in Nurse Engagement, Retention, and Team Member Satisfaction Over the Course of One Year

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