Essay on Corporate Culture

Organizational culture is the “values and beliefs that people have about an organization and provides expectations to people about the appropriate way to behave” (Kinicki, 2013, slide 3). Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational goals & performance criteria, (9) measurable & controllable activities, (10) organizational structure, and (11) organizational systems & procedures (Kinicki & Williams, 2013, p. 236-137). Like stated before organizations

There are many definitions of organisational culture available in the literature, many of which are based on the fact that culture consists of values, beliefs, and assumptions shared by the majority of members of an organisation. These characteristics and shared views are then translated into common and repeated patterns of behaviour. Although it is difficult to come up with a single definition that would cover

[4] "Corporate Culture." Introduction to Business Communication. By Guffey, Leowy, Kriza, Merrier, Logan, Williams, Newman, and Ober, 40-41.

This is an analysis of the culture at IBM and the impact that it has had on their success. Corporate culture is significant in that it “influences the behavior of everyone within an organization and, if carefully crafted, can have a significant positive effect on organizational success” (Certo and Certo, 2006, p. 423). Louis Gerstner proved this at IBM during his tenure from 1993 to 2002 when he revived IBM by refocusing on their culture.

According to Want (2003) organizational culture helps to success of the organization by doing human resources, customer services, marketing and

Organisational culture shared among all the members, with its values, principles, traditions and methods of working. It determines how an organisation functions, from industry side to individually. It could be an important asset which, if not managed well, can be a critical liability for the organisation. While a healthy and positive organisational culture could increase relationship between employees and employer, and together achieve the maximum performance for the company, a deleterious culture would lead to the downfall of the organisation, and eventually collapse. It is an advantage that requires good management skill, coordination and communication in order for the organisation to utilize it well. Beaudan and Smith (2000) at Ivey Business Journal stated that corporate cultures are mature and complex organisms. One must carefully and smartly shape the culture, and it is wise to nurture corporate culture as an asset, rather than a risk and liability. This essay explains both beneficial and negative sides of organisational culture, along with case studies supported.

In this assignment we introduce the idea that the organizational culture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization's effectiveness.

Beneath the visible layer of corporate culture, is another stratum made up of “underlying values, assumptions, beliefs, attitudes and feelings” (Daft, 20116, p. 387). Cian and Cervai (2014), espouse that identifying culture is not limited to the “observation of visible artifacts, but rather should also include the analysis of the interaction between the members of the organization to understand the deeper meaning…” (p. 189). These underlying values are a conglomeration of “openness, collaboration, egalitarianism and teamwork” (Daft,

In this essay, we will look to explore the extent to which organizational culture is within the control of management. To do this, we will begin by defining culture and shedding light on the debate that culture can be seen in one of two ways – as something that organizations have versus something organizations are (Nord, 1985; Schneider, Ehrhart, & Macey, 2012). This contradiction defines the conversation on whether or not managers can control culture. On one hand, if culture is something an organization has, then we can think of it as a variable that one can control, at least to some extent (Meek, 1992; Baker, 1990). In contrast, those who argue

Culture epitomizes the consensus within a company about how activities should be accomplished and is conceived as a result of a group’s shared experience and learning with respect to matters of external adaptation and internal integration (Schein, 1985). A strong culture is fundamental to the success of an organisation and the relationship between corporate culture and identity is clearly one that would benefit from further academic and business research. In order to allow a systematic and objective evaluation of the concept of corporate culture, its various sub-components need to be analysed. Although there is no universally accepted definition of corporate culture, the literature review suggested that the following are important elements of culture; philosophy, mission, values, principles, guidelines, history, national culture, the founder of the company and subculture. (Ambler and Barrow, 1996; Czarniawska and Wolff, 1998; Schmidt,

Developing a culture within an organization is very important. The culture of the workplace can control the way employers behave amongst each other, customers, and those outside of the organization. Every organization has its very own unique style or working that often contributes to its culture. The values, beliefs, and principles of an organization helps form its culture. Having a healthy culture is very important and encourages the employers to become motivated and loyal to the company and management. Having a healthy culture can also promote competition. Employers within a company love to be recognized for all their hard work and be shown that they are appreciated by their supervisors. For everything to flow accordingly, there must be set guidelines, rules, and regulations for the employers to work accordingly. These rules and regulations are put in place to help guide the employers in the right direction, and to be clear that everyone knows their role in the organization. It is imperative that employers know how to accomplish tasks and goals in the beginning.

Corporate culture is the pattern of shared and stable beliefs and values that are developed within a company across time (Gordon and Ditomaso, 1992). This definition brings the time factor into the picture. In other words the corporate culture will become more ingrained and reinforced the longer an organization is in existence. Medical One, founded in 1992 had a distinct and powerful corporate culture of its own that its employees believed had brought about a high level of care to its patients. However cost overturns and bad planning had placed the company under a great deal of debt, leading to its acquisition by Health Plus, a much smaller but financially successful company operating throughout Arizona and New Mexico. The purpose of this paper is to discuss the importance of culture within an organization, culture types, culture components and how best to effect its change.

The culture of an organization is the set of values, beliefs, behaviors, customs, and attitudes that helps its members understand what the organization stands for, how it does things, and what it considers important"(Griffin, 49). In other words, "the way things work around here" (Dr. Williams). In order for any small business or large corporation to be successful, the employees must understand what is expected of them. While things might be slightly different in a large corporation versus a small "mom and pop shop", the goal of both is the same. MAKE THE BUSINESS MONEY. The topic of my paper will be on makes a good corporate culture.

In addition, the next study we are analyzing a studying that is testing the effects that a strong organizational culture has on their employees. As well as, how we attain that strong corporate culture. Almost 200 employees were sampled, finding out their values and opinions on the culture at their workplace. Also, looking at the effect when everyone’s values are harmonious how much of a positive difference it makes in the workplace

So far we have discussed the meaning, characteristics, types, liabilities and sustaining the organizational culture with in the company’s structure. The most crucial part is the importance .i.e. why do we need to develop such cultures and how far it affects the company and industries in reality? We will discuss the importance of organizational culture by jotting down various points. We have come to know that various companies adopt different cultures, since each industry has its own culture so the affects also vary widely. We see that employees spend 40 working hours on their jobs in a week so it has great impact on their life both personal and working. The