Final answer:
Terry's company is focused on a strong cohesive culture, but without direct ties between values and business goals, it is unclear which performance and culture quadrant the company falls into. Organizational culture is multi-layered and complex, and diversity within teams is essential for promoting innovation.
Option 'C' is the correct.
Step-by-step explanation:
Terry manages a food distribution company that is dedicated to creating a strong cohesive culture. However, the company does not tie organizational values directly to goals and desired business results. Given the information provided, it's not possible to determine definitively which quadrant of organizational performance and culture Terry's company would fall into as the quadrants themselves are not provided in the question or the reference material.
Organizational culture is a crucial element encompassing values, beliefs, and practices essential to a company's operation.
Ostroff, Kinicki, and Tamkins' model outlines three layers of organizational culture: observable artifacts, espoused values, and basic assumptions. While Terry's company is committed to culture, the lack of direct linkage between values and business outcomes suggests that the company values aspects of culture that may not be immediately tied to performance metrics.
It is also important to consider the role of cultural fit in hiring decisions. Research suggests that although maintaining a cohesive culture is valuable, excessive homogeneity can impede innovation. Diversity within teams is crucial for fostering new ideas and contributing to the company's growth and success.