Organizational Behavior: Kudler Foods Within all organizations, very specific organic behavior occurs. Kudler Fine Foods (Kudler's) has many different processes in the organization of the company. A review of Kudler will be presented below to evaluate current trends in the organization. The purpose of this analysis is to identify some aspects of the company to evaluate whether they need to be changed, the areas of analysis are as follows: the apparent organizational culture of Kudler's, breaking down the organizational structure, identifying the leadership styles and identifying the environment forces that will drive change with Kudler Fine Foods.Organizational Culture“Organizational culture is a system of shared values, assumptions, beliefs, and norms that unite members of an organization” (Gomez-Mejia & Balkin, 2002, p.108 ). The apparent organizational culture of Kudler's is the culture of the club. According to leadership expert Jeffrey Sonnenfeld, a keystone of club culture is loyalty (Gomez-Meija & Balkin, 2002). Loyalty is rewarded with internal promotion, job security and experience bonuses. Kudler's promotes from within by offering promotions to current employees before looking elsewhere: “open positions for department managers, assistant store managers, and store managers are posted internally to see if current employees might be interested” (University of Phoenix, 2008). This also contributes to job security as the employee can be assured of being seen as the first rather than an outsider. Kudler's also has a bonus plan for employees if sales quotas are met. There is the option to earn an additional 7% on top of the salary Kudler employees already receive if quarterly quotas are met (University of Phoenix, 2004).