Ikea's Organizational Behavior

8907 Words Dec 10th, 2012 36 Pages
INTRO:
IKEA is known for its strong organizational values, which are based on Swedish norms and in particular the opinions and values of the founder himself. It is not unusual to see IKEA employees following the norms and values even outside the working hours, but how important is OB really for IKEA?

IKEA’S BRIEF HISTORY

1940-1950
A Swedish 17-year-old man named Ingvar Kampard founded Ikea in 1943. It all began with the Ikea catalogue that was sent from house to house, which is still known today as Ikeas signature. In 1948 the range of IKEA products extended to furniture and by 1958 the first store is opened.

1960-1970
By the end of the seventies, Ikea manages to not only open stores all over Europe, but in Canada and Australia
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Hopes are that employees, by themselves, will get a deeper understanding for the culture and by that develop IKEAs future together.”
Ikeas center provides different exercises to the employees that show the entire IKEA concept and how it works at its best; how all the employees’ jobs together create one big job structure, and how products are being made and the importance of raw materials.
At IKEA, training is crucial to keep the social work environment functional. From the training sessions, the hope is to develop awareness, knowledge and responsibility. All employees receive this training in order to take charge of their own development. In general, IKEA wants to give the opportunities for co-workers to grow, both at an individual level, but also in their professional roles. In return, IKEA expects their co-workers to do their job as well as possible depending on their ability and experience, take responsibility, and be willing to develop and grow continually and to act in an open and straightforward manner.

Workforce Diversity
Gender
The gender diversity at IKEA is probably among the best one's over the world. They have applied special workforce diversity programs in all departments, and are working for a continuing development. The program is based on "stomach feeling" and employee’s opinions in order to fill the

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