Positive Factors In The Corporate Culture Of Zan Corporation

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,

In the book, International Business: Theory and Practice, Verizon-MCI in its domestic environment, the United States, is placed in the cultural cluster with the Anglo countries. This cluster consists of Australia, Canada, United States, United Kingdom, Ireland, and South Africa. The company’s cultural cluster, for its global environment, China, is with the Far Eastern countries. This cluster includes China, Hong Kong, Indonesia, and the Philippines. These cultural clusters approaches are based on the countries’ geographic similarities. They are grouped together depending on the location of the people in the world. Each cluster demonstrates differences within each cluster, as well as, differences among the countries. These differences reflect that other factors should have been considered when the groups were placed together.

Honicker Corporation is a USA based, successful dashboard manufacturer. It has opportunities for international expansion, but due to the ultraconservative culture it did not happened until they faced a change in management in 2009. Honicker was a rich company, and to expand, they took the short road and acquired four companies around the world: Alpha, Beta, Gamma, and Delta. There were two commonalities among these companies: they serviced mainly in their own geographical area, and senior management knew their geographical culture and hold good reputation with their stakeholders.

Google Inc. boasts serving millions of people around the world to “organize the world’s information and make it universally accessible and useful” ("Company – Google."). It has a unique organizational culture that includes high freedom, transparency, stability, and flexibility. Founders Sergey Brin and Larry Page have created a new standard for company culture and success. Through Larry Bock’s book Work Rules!, the google company has had fluctuating levels of success as they learn to navigate this new system of corporation philosophy. Notably, Gmail has been a huge success but Google’s initiative to reward every googler who purchased a hybrid car with $5,000 failed (Bock 324). The company has experienced, however, relatively low failures to their amount of success. They have brought knowledge to many satisfied customers and even produced a mainstream word; people say “just google it!” when they want to know something. Google also shares some of its philosophy with Netflix, another widely successful company.

This paper investigates the corporate culture profile of the company, Henkel, in multiple aspects as suggested by T & H-T’s corporate culture styles and dimensions. Henkel (Henkel AG & Company, KGaA) is a multinational corporation headquartered in Germany, a leading manufacturing company with a broad employee base of 47,000 from more than 120 countries worldwide. The company is built on three business units and they are household products, cosmetic products and adhesive technologies. The 132-year-old German group has a branch in Hong Kong, located in Fortress Hill with more than 20 workers including managers, and their lines are mainly hair supplies. In fact, there are many significant differences between Germany and Hong Kong, not only geographically, but also in a cultural sense, especially in the

A positive organizational culture is essential to develop a indisputable reputation. This type of culture comprises multiple elements that must be polished to create the kind of harmony that is required for success. It is imperative that an organizational culture reflect the values, mission, philosophy, and attitude of the organization and its members. These elements also effect how associated individuals should conduct themselves as a representative of the group. Especially, if the culture wants to be considered strong and maintain tolerance without being aggressive. It can be difficult to distinctly express an organizations culture. However, leaders within the organization must effectively clarify the groups objectives, so all member have one solid perception. Which is shared an thoroughly understood. These factors help to establish boundaries and promote orderliness.

Culture exists in all organisations whether it is in a small organisation or a big multinational organisation. Between organisations, culture may differ based on national cultures and time zones and this is what creates a different identity in each organisation. “Culture always mirrors the mutual perception that comes from the lessons people learn as they adapt and survive together over time. Thousands of interlocking routines interweaved together the fabric of the firm and translate timeless knowledge into timely action on a daily basis” Hooijberg, R., Lane, N. and Lief, C. (2012). The culture of an organization represents predefined policies/practices, which guides the employees on how things are usually done and what to prioritise

The term corporate culture is a general term to refer to the company's culture in general. Culture itself is a great topic. To understand the corporate culture, there are three elements of culture that has been commonly known in public.

In spring 2010, New United Motor Manufacturing Inc., a successful joint venture between Toyota Motor Co. and General Motors Co, shut down its plant in Fremont, California. Over two decades NUMMI was a model manufacturing plant with high quality and productivity, exceptional worker’s satisfaction and attendance. What did NUMMI do to change the former GM’s dysfunctional disaster into best plant?

Brian C. Satterlee (2014) discuss, “Culture is the set of shared attitudes, values goals, and practices that characterized a society, or in the business sense, an organization” (p.42). The definition of Cultural values in the Cultural values Business Dictionary (2015) lists, Cultural values are commonly held standards of what is either acceptable, unacceptable or the opposite of both. Also, an organization can be described as a group of people that interact with each other to “perform essential functions that help attain goals” (Daft, 2013, p. 12). Combine these three underlying concepts combine the cultural values of an organization.

Organisational cultures are created by people. An organisation’s culture is also created and maintained by the organisations leadership. Organisational culture is important to alphabet games because the culture of the workplace shapes the way the employees act and relate to others both internally and externally. This can have a significant effect on the way the organisation operates. The culture is the feel we get when we walk into an organisation, made up of assumptions, values and norms. The attitude, behaviour and traits that dominate the organisation can affect the way we act with other individuals. Every organisations culture varies.

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.

What is corporate culture? Sometimes it is can be referred to as organizational culture, or simply the culture of ones company. There are also many definitions for what the culture of the company is. Defined by Lydiah Wairimu Wambugu in the European Journal for Business and Management, “Organizational culture comprises the unwritten customs, behaviors and beliefs that determine the "rules of the game" for decision-making, structure and power. It 's based on the shared history and traditions of the