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Table of Contents
Title Page Number
1.1 Company Background 3
1.2 Aim 3
2.1 Issues 4
2.2 Corporate Culture 4
2.3 Changing Corporate Culture 5
2.4 Leadership and Teamwork in Corporate Culture 5
3.0 Conclusion 6
4.0 Recommendations 6
5.0 References 8
1.1 Company Background
Established in 1999, CaterCare Services (CCS) provides remote catering and accommodation services to government, private, and defence organisations in Australia and overseas.
CCS boasts of an enriching work experience, providing training, succession planning and development opportunities and offers recognition, rewards programs and supportive leadership. Their
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(businessdictionary.com) Closing the culture gap is of extreme importance. As the organisation loses sight of its original cultural values, changes in the behaviours and decision making of its employees begin to appear. This can be detrimental to the health and success of the organisation.
2.3 Changing Corporate Culture
People are resistant to change. They fear uncertainty and loss of control (Kanter, 2012) therefore changing corporate culture can be a difficult and lengthy task. In Peter Bragman’s article, ‘A Good Way to Change a Corporate Culture’ he discusses how corporate culture begins with its ‘invisible culture’ – a companies deeper values held by organisation members – and to change, an organisation must first create new stories to instil new beliefs into the minds of employees.
Ceremonies are a great way to change corporate culture. Trice and Beyer (1984) define ceremonies as a “special occasions that reinforce valued accomplishments, create bond among people by allowing them to share an important event, and anoint and celebrate heroes.” (Samson and Daft 2009, p.114) Ceremonies are a great way to acknowledge employee accomplishments and create value in an organisation. They recognise heroes who exemplify a companies beliefs and core corporate values and by acknowledging these “heroes” new stories are created and can help reshape a companies corporate
2.4 Leadership and Teamwork
Corporate culture influences everyday employee actions – it’s how they interact with customers, each other, and make decisions. If the company culture does not align with the mission statement, it can create an identity crisis of sorts.
All Organisations posses a distinct form of culture with some having more than a single culture. This culture is usually very difficult to measure, change and most especially change.
CASE 35 – CHURCH & DWIGHT: TIME TO RETHINK THE PORTFOLIO? I. INTRODUCTION A. EXECUTIVE SUMMARY 1. Summary statement of the problem: Church & Dwight, more commonly known by its brand name “Arm & Hammer,” has held a commanding lead in the sodium bicarbonate product market for over 160 years with virtually 99 percent of all consumer products in households within the United States. However, in order to promote growth and diversity while maintaining a steady profitability rate of 3-5 percent per year, the company has expanded uses of sodium bicarbonate products so that it
* Culture is Negotiated. One person cannot create a culture alone. Employees must try to change the direction, the work environment, the way work is performed, or the manner in which decisions are made within the general norms of the workplace. Culture change is a process of give and take by all members of an organization. Formalizing strategic direction, systems development, and establishing measurements must be owned by the group responsible
A company’s culture can have a huge impact on employment relations. If the organisation encourages staff to be engaged and involved in how business is delivered, they are more likely to be motivated and productive and retention will be higher. Creating a good reputation outside the business can also help with future recruitment.
Within organizations, large and small, there exists a sense of identity among its members that separates it from other organizations. This sense of identity is known as organizational culture. All over, managers seek to influence and change this into something that can be beneficial for the organization. In his article, “The Six Levers for Managing Organizational Culture”, Professor David W. Young defines the different elements that can influence and change the culture within the organization and how the reader can use these “levers” to their advantage. While the author does present a decent explanation for changing the culture of an organization, he leaves many questions unanswered that leaves his argument incomplete.
Organizational cultures that can be a liability to an organization include those that create barriers to change, create barriers to diversity or barriers to mergers and acquisitions. (Robbins, S. P. 2011) Organizational cultures are also good for change and revitalization of a company. This paper will provide background information on Best Buy and the ROWE (Results-Only Work Environment) Program. This paper will describe the culture of Best Buy. This paper will also discuss the approach to organizational change that the ROWE program illustrates. This case has sources of stress and this paper will discuss the sources that are apparent in the case. Changes have occurred
It is important to change various aspects of organization culture when trying to institute change in organizations (Kavita, 2005). The aspects that such changes should target include the balance of power in the organizations, the organization structure that supports the framework, leadership and management styles. Organizational history is also very critical, especially if it has a progressive track record success. However, if the culture despite the changes remains aligned to the organization goals and mission the employees will adopt it and embrace change.
In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.
Breaking loose from this mindset is extremely difficult, especially if this brought a company success in the past. It’s a tall order to tell a corporation to change its culture in order to become more productive.
This is similar to the model of an Iceberg where the Formal systems lying visible above involves the Roles, processes and tools used by the organisation and the more informal systems, like culture, lie unnoticed in the water. These unnoticed elements involve values, norms, behaviours and a number of components which make up the companies culture. To create a culture of excellence, I believe that the underlying tones and culture of the organisation should be understood thoroughly. This can help assess where problems lie and find the appropriate change principle to apply in order to affect the culture.
This video highlights that "one size fits all" does not apply when it comes to organizations. Instead, organizations should be aware of how an organization's culture supports or inhibits the organization's ability to change. Think about the organization in your group project. Identify the company and describe its culture in detail. Please do not give me 1-3 sentence answers or simply quote its value or mission statements. Instead, describe its culture and explain how it can specifically be seen in its artifacts, values and assumptions (see picture below).
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.
CCMA is a private company that has private and public services. Public services are regulated by National Government (Confecamras, n.d.), while private services works with market logic and compete with other companies´ services.
Existing culture can in times be very hard to continue with because of the change in the growth or in the strategic change in the organisation. At such appropriate web of culture is important to be identified or that can be a problem in the progress of the organisation. These identified elements will give organisation a bigger picture of what was going wrong and how can they change it towards betterment of the organisation.