Company Culture At Cango Inc.

I have observed that CanGo is in the mists of making decisions on how to grow the company. They have found out that they cannot really fund all of the ideas they have for the growth. There was the suggestion to move employees around, or an IPO put in place or the company will never grow into anything bigger than what it is. They are focused on their competitions offerings and are worried they will be left behind if they don’t expand their offerings. Liz and Maria make a suggestion of moving employees down but are met with a debate that if they move the employees around it may cause problems in the long run. In part 2 of the video they decide to handle everything in-house, and begin talking of moving some of the warehouse to

The Grad Consultants have spent the last two weeks observing CanGo and their business practices to help them determine the weaknesses within their organization. We will use our knowledge and experience to provide suggestions for improvement that will have a positive impact not only on CanGo’s bottom line but also on the morale of all those who are employed by the organizations. Elizabeth (Liz), who is the owner of CanGo, first conceived the idea of the company in 2006. Since then, the company has grown exponentially. According to the company’s intranet “Liz’s experience and

To understand the organizational culture of a company, one needs to start by looking at the history. Lakeshore Learning Materials was born from a divorced mother of three named Ethelyn Kaplan, who took a dream and a chance by moving her family to California in 1954 to open a toy store. When she started noticing that teachers were interested in her material, Ethelyn realized that she needed to expand her business into educational materials. 60 years later, Lakeshore Learning Materials has grown into a company with over 2000 employees, 60 retail stores throughout the United States and growing. Lakeshore Learning Materials is currently headed by Ethelyn’s grandsons, Bo and Josh Kaplan. Under the supervision of Bo and Josh, Lakeshore continues to be a leader in the Educational Materials, yet still able to keep the family culture that their grandmother started. Highest quality customer service and hard work are the core values that shape Lakeshore’s Organizational Strategy. These high expectations aren’t hard for employees at Lakeshore because the company is so loved by everyone that works there, that they give nothing less than the best.

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

CanGo is a successful company that wants to expand and ensure its continued success. In order to accomplish this task, Liz the CEO has hired Forward Progress to examine current management practices at CanGo and provide a report outlining deficiencies and resolutions. Forward

In 1979, Trader Joes was sold to Aldi (Corporate chain). This lead to the companies newly stated policies. These policies are opposite to the original guidelines set.

Be Bold Consulting has been invited to provide CanGo with solutions and recommendations towards the advancement of the company. Over the last two months Be Bold has observed the operations of CanGo’s managers and employees. Through our observations we have found a number of issues and have several recommendations. Be Bold

After reviewing weeks 5 and 6 video episodes, we the business consultants have found that CanGo still has some issues that must be corrected in order to operate and function effectively. We have carefully evaluated CanGo’s issues and will be introducing them as well as providing recommendations to make corrections to help improve the company’s problem areas. The first issue was the employee evaluations; very vague. Another that we have noticed is that CanGo is expanding too quickly, another issue that follows CanGo expanding too quickly is that they lack the financial capital to grow so quick. Since they are growing, they are relocating their staff into different positions

With any business there are certain things that need to be implemented to ensure balance and viability to be successful in the future. With CanGo, there is a vision of what they want to be and where they want to go for their future in the business world. They also have a sense of what they want as far as a good internal foundation that would help to carry these goals and visions to their upmost potential. CanGo is struggling with a few areas that will help them to be successful, these areas are, department communication, lack of structured financial analysis before starting a project, organization within the company, very little camaraderie and professionalism with the employees, as well as a lack of legal concern when it comes to actions within the company. If all these issues are not resolved

Bernard Marcus, the founders’ of Home Depot, developed a very informal and store- oriented culture at Home Depot.

Group 4 Jiaqi Ji, Kai Yang, Yuju Chien, Longyi Han, Uthum Kurukulasooriya – Wednesday section 24

genuine of GM's behavioral insufficiencies, Lutz trusts—that "everything was inside criteria. The inept supposition was that if you satisfy all the inside criteria, by one means or another the auto will be a win."

According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.

When looking into weeks 5 and 6 video scenes, we the business experts have observed that CanGo still has a few issues that must be remedied with a specific end goal to work and capacity successfully. We have precisely assessed CanGo 's issues and will be presenting them and in addition giving suggestions to make remedies to help enhance the organization 's issue regions. The main issue was the worker assessments; extremely dubious. Another that we have seen is that CanGo is extending too rapidly, another issue that takes after CanGo growing too rapidly is that they do not have the money related funding to develop so speedy. Since they are developing, they are moving their staff into diverse positions to cover the new business they will be dealing with. Another issue is that the directors are attempting to motivate representatives to work considerably harder.