Analysis Of Valve Corporation, An Entertainment Software And Technology Company

Analysis Of Valve Corporation, An Entertainment Software And Technology Company

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1.0 Introduction and Problem Identification
Valve Corporation is an entertainment software and technology company. It is a very successful business that develops video games and is based in Bellevue, Washington. Valve came to be in 1996, when Gabe Newell and Mike Harrington left Microsoft and founded Valve. Organisational Culture is a problem that has risen through the ‘no manager’ policy. With people from diverse places and who share different beliefs, organisational culture is very serious. The concept of organisational culture emerged in the early 1980s as a topic of major concern to administrators and researchers in higher education (Ramachandran & Chong & Ismail, 2011). It is a system of shared assumptions, values, and beliefs, which governs how people behave in the organisations. These shared values have a strong influence on the people in the organisation and dictate how they dress, act, and perform their jobs (, n.d.). Employee Stress & Productivity and Diversity in the Workplace are two elements that have derived from Organisational Culture. This report will be addressing the two issues and how to solve the issues at hand.

2.0 Discussion

2.1 Employee Stress & Productivity
In the case study, one of the negatives mentioned was the fact that there was bullying within the company. Former head of the company’s hardware division, Jen Ellsworth who was laid off from Valve, referred to the organisation as ‘high school’ where there was a clear line separating the ‘in crowd’ from the ‘out crowd.’ She mentioned in a Grey Area Podcast that she had a hard time adjusting to the management structure in the company. She also said that; “there are popular kids that have acquired power, then there’s the trouble makers, and then ...

... middle of paper ...

...e. Possible solutions to bullying are; have the victim seek help, keep a record of what happened – place, date, time and people about what was said and done and also use a counselling service. Possible solutions to gender inequality are; hire more women who possess the skills and education for Valve, be more proactive about welcoming women and also for Valve to not limit their talent pool. Organisations should aim for a 50-50 gender split in their company.
3.0 Recommendations and Conclusion
It is recommended for the organisation, Valve to take care of their employees and to be more open about hiring women. Valve is a very successful company and will continue to be if they implement new changes. Bullying and Gender Inequality are major issues and Valve will learn to solve them as a company and through the process of doing so, they will better themselves as a company.

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