What is it like to work at MIT?
MIT is a cool place to work. There is a positive environment at MIT with several benefits. MIT has tuition reimbursement. In addition to that, MIT has sick hours, which get paid when the employee meets the conditions for its payment. The institution also offers personal hours and vacation to its employees. The staff and management at MIT are friendly. The employees at MIT receive proper benefits.
Are there subcultures?
There are several subcultures at MIT. One of them is shared assumptions. The general idea that brings cohesiveness at MIT is shared assumptions which put people in teams. Teamwork is vital in achieving the desired goals and objectives ( Bortolotti, Boscari, & Danese, 2015) . AS per the Competing Values Framework, MIT embraces shared assumption to put teams together for completing a particular project. The units can work together with a common goal of solving a specific challenge with a general assumption that they will surely understand each other ( Rao, & Weintraub, 2013) . This has contributed significantly to the success of the institution, both in teaching and promoting research.
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Another subculture is the utilization of common experience. Most workers at MIT are highly qualified and have shared interests. The staff also gets organized in the hierarchical manner, which enables consistent management of subordinates for successful operations ( Awadh, & Alyahya, 2013) . This also conforms to the competing value framework as it enables MIT to have control, flexibility and change. The institution has an understanding of its membership. Therefore, there is controlled management and communication along the hierarchy of groups of workers ( Gimenez-Espin, Jiménez-Jiménez, & Martinez-Costa, 2013) .
There are results subcultures from occupational communities. The employees themselves have an understanding of each other towards the common goal they are to achieve. Instructors at MIT understand they have to enhance research and innovation and therefore, understand how to do it ( Büschgens, Bausch, & Balkin, 2013) . Both the staff and students have all the requirements. They also have adapted that culture and will to promote innovation and learning.
What are the issues internally to the organization that should be addressed?
Internal issues to the organization that should get addressed are the availability of resources for research and the continued support from the management. MIT is not a fully perfect institution and is in competition with other private research institutions ( Bortolotti, Boscari, & Danese, 2015) . The institution should, therefore, ensure that each project receives the resources necessary for its completion, and the teams are adequately supported at all times. This will help them in always remaining competitive.
References
Awadh, A. M., & Alyahya, M. S. (2013). Impact of organizational culture on employee performance. International review of management and business research , 2 (1), 168.
Bortolotti, T., Boscari, S., & Danese, P. (2015). Successful lean implementation: Organizational culture and soft lean practices. International Journal of Production Economics , 160 , 182-201.
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta ‐ analytic review. Journal of product innovation management , 30 (4), 763-781.
Gimenez-Espin, J. A., Jiménez-Jiménez, D., & Martinez-Costa, M. (2013). Organizational culture for total quality management. Total Quality Management & Business Excellence , 24 (5-6), 678-692.
Rao, J., & Weintraub, J. R. (2013). How innovative is your company's culture? . MIT.
