Impact of Structure and Culture on an Organization High tech companies Oracle, Apple, Google, and Facebook have varying degrees of organizations that function organically. How the organization chooses to structure teams and the degree to which it promotes collaboration between teams plays a significant role in employee satisfaction. A review of Oracle's history and structure from a current employee's perspective offers insight into the internal challenges a company faces from both an ethical and legal perspective and the impact on job performance and employee turnover. Establishing expectations of standard workplace behavior is important for all levels of management. A “culture of respect, trust, and honest communication” can make or break a company's ability to establish and maintain ethical business operations (Long, 2013). When they joined Oracle in the 1990s, many employees were greeted by the public reputation of its sales force. Teams functioned under a boundaryless structure, not limited by structure or management, and highly flexible and responsive (Robbins, Decenzo & Coulter, 2013). Sales would risk any relationship to reach the quota that had been doubled compared to the previous year and ethics took a backseat. Over the past 11 years, the company has begun to tighten its belt. Teams were periodically purged, and the lack of organizational control and formal structure allowed them to re-expand their teams without any consideration. Spending budgets were eventually cut, but mostly at the corporate level, as the sales kickoff became virtual and was no longer synonymous with weekly "what happens in Vegas, stays in Vegas" parties. Business practices previously based on competitive degradation were no longer supported... middle of paper... are being felt on a deeper level by customers, impacting Oracle's overall reputation and growth potential once experienced .Works cite Long, N. (2013). What are the ethical standards in the workplace? Retrieved from http://smallbusiness.chron.com/ethical-standards-workplace-11576.htmlMoran, G. (2012). How to build an ethical corporate culture. Retrieved from http://www.entrepreneur.com/blog/224453Robbins, S.P., Decenzo, D.A., & Coulter, M. 2013. 8e Management Fundamentals: Essential Concepts and Applications. Upper Saddle River, New Jersey. Pearson Education, Inc. Shaffer, D. J., & Schmidt, R. A. (1999). Personality tests in the world of work. Retrieved from http://www.hiringstrategies.com/personality_testing.htmZenger, J. & Folkman, J. (2012). Get 360 degree reviews right. Retrieved from http://blogs.hbr.org/2012/09/getting-360-degree-reviews-right/