Developing Corporate Culture : Role For The Growth And Success Of Any Organization

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

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.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Corporate culture is refers to as the beliefs and behaviors that determine how a company employees and management interact and handle outside business transactions. It 's the attitudes, standards, and beliefs that characterize members of an organization and which defines its nature. Corporate culture by definition affects a firm 's operations as information is passed from management downward and outward, through the organization. it is also stated that, a healthy company culture may increase employees ' commitment and productivity, while an unhealthy culture may inhibit a company 's growth or even contribute to a business failure. In a healthy culture, employees view themselves as part of a team and gain satisfaction from helping the overall success of a company. When employees knows that they are contributing to a successful group effort, their level of commitment and productivity, and to the quality of the company 's products or services, are likely to improve. Employees in an unhealthy culture tend to view themselves as lowner, distinct from the company, and focus on their own needs. Who only performs the most basic requirements needed for their jobs, and their main motivation is their paycheck.

The consequence of this is stress because of high risk and delayed feedback. By adopting this culture Alphabet games could suffer the impact from larger companies. Alphabet games are good at planning ahead as the case study shows, high risk provides the possibility of high reward and this dynamic has created market opportunities for the more aggressive and creative companies and development, but as technology advances at such a speed they need to move fast. Alphabet games must make quick decisions based on what the customers want. The bet the organization culture would be best for planning for the future. By factoring in expanding risk to their business plans and projects they can ensure the right decisions are made. This may not have a positive effect on the management approach due to feedback being slow as it can sometimes take years before knowing whether a decision has paid

Organizational culture, also referred to as corporate culture, is a key competitive advantage of business because it can be the driving force behind innovation and alignment of goals. Innovation is the foundation upon which most businesses are built. It allows businesses to offer a new or improved product or provide a service in a way that sets them apart from competitors. Because consumer tastes are always changing, businesses have to align innovation with their business strategy to stay competitive. Any company can simply proclaim that their strategy will focus on innovation but if its employees are discouraged from being creative, if output quantity drives their paycheck, or if the company’s hierarchical

Collaboration, innovation, quality, risk-taking and meritocracy are essential components when harvesting an ideal cultural company culture. There are a number of strategies for improving company culture developed by professionals, across numerous industries. We can expect that some of these will work flawlessly while other plans can perpetuate non-cohesive environments.

I have documented in the previous paper for this class my beef with the authors: that they have a ready-made set of excuses absolving workers of all of the blame for downward spirals in productivity - rather, it’s the cold sterility of computer technology, or mergers, or globalization, or cost-cutting, or reengineering, or outsourcing, or some combination of the above that is to blame for the unraveling of the corporate culture as we know it. In the words of Charlie Brown, “Good grief.” Perhaps it’s because I’ve never been a part of a strong, warm workplace culture, but I believe that the authors underestimate the value of just coming in, doing your job, and not worrying about having a social life or friends at work, and not carrying on about awful the employment landscape is today. Those things are all nice and might be life-affirming and lend "meaning" to a person 's life, but doing the job is paramount to all of the above. (It 's not politically correct to point this out.)

Each company has its own beliefs and values that define it. A company culture determines how employees and customers perceive the company, client treatment and how the company should react to various changes in the environment. An organizational culture is a mirror of the company leadership. Different styles of leadership ensure maintenance of various corporation cultures. The climate within an organization determines a company’s financial performance. To ensure their propositions are deemed important, a quality company culture integrates each employee or customer. Job-related problems, either personal or work related, are listened to, and the top management find the best means to solve them. Work is delegated to employees while managers work by the employees’ side to ensure perfection (Alvesson, 2002).

employees will feel unsafe about their job, which will cause the lost of the human resources. What’s more, to optimize the new employee structure and reduce labor cost, amount of employees will face to be laid off. Such a large personnel change will cut down the investors’ trust, because the investor will suspect the stability of the new combined company. Even two similar technology companies still have different corporate culture which can represent the companies’ brand images and affect the customers’ loyalty. They may produce the similar products, but they may differ in the business ideas and background. Hence, how to integrate two companies’ corporate culture in order to exert the joint corporate value is difficult for the new combined company. If the new combined company abandoned one of the company’s corporate culture, they will lose part of customers who already lose the faith to the company.

Organisational culture, also known as corporate culture, encompasses the principles, backgrounds and views of all the employees of an organisation (Homburg & Pflesser 2000 pp.449-462). This often provides each company with their unique corporate identity, as no two businesses or employees are the same. The idea of individuality leads to companies striving to achieve a ‘strong culture’, which involves the entire work cohort sharing consistent goals and motivations, in hopes of potentially garnering higher profit margins as there many advantages that come with a stronger culture. Such benefits include greater productivity levels, loyalty and the unity of all of an organisation’s employees. While having a ‘strong culture’ is

Corporate or organisational culture that fits the business environment enables competitive advantage as an organization benefits from its culture. Corporate culture could also be related to increase organizational performance, and as a control mechanism for controlling and managing employees within an organisation. On the contrary, this view of culture could hold back an organization’s ability in responding to change (Kotter and Heskett, 1992).

Generally, it is good for a manager to understand the culture of the organization so the manager can gauge the organizational and occupational commitment, which includes job fulfillment and turnover (Claiborne et al., 2011). An employee can have occupational commitment, but not organizational commitment, or vice versa. The ability to understand both concepts will allows managers to better supervise employees and volunteers using administrative, educational, and supportive supervision. In addition, managers will be able to develop leadership skills because they will understand the potential and limits of their employees and volunteers (Patti, 2008).

Business cultures vary from nation to nation because of the impact of its national society. The national culture is moulded by different variable rights from the beginning of that nation to the present day social changes. The social estimations of the countries have huge impact in the day to day life of individual and too in its cultural, economic, business and political environment. The effect of national culture on the administration and hierarchical conduct of an association working in a specific nation is unavoidable (francesco). The organisation working in a global business have set of standard strategies and guidelines however it is evident that those arrangements are taken after distinctively inside it’s could call its own association as the individuals from diverse nation do things in diverse ways. Additionally, individuals inside of the organisations will likewise have distinctive states of mind and behaviour due to the influence of their national society (trompenaars). For instance individuals experience wonders, for example, power, organisation, inventiveness, great partnership, check and responsibility in diverse routes in distinctive parts of the world due to impact of their national society. In this way, it is unavoidable that national culture influences its business surrounding and business organisations as business must interface with individuals, either as clients, workers, suppliers or partners from distinctive parts of the world (jones).

Organizational culture helps to derive solutions to the problems of the employees . Employees learn the principles , expectations , behaviour, patterns and norms which promote high level of achievements through organizational culture. This study investigates the characteristics , dimensions , themes , necessity , importance and impact of organizational culture on the performance of the employees. This article also demonstrates the concepts and measurement of cultural impact.