Culture as there are many ways in which you can define the subject my interpretation of it is that it is structure of shared meaning which is held by members that differentiate the organisation from other organisations. Culture has its origin in the organisational interaction. The model put forward by Schein (1985) Schein divides organisational culture into three levels: Outer layer: These outer layers are at the surface, those aspects (such as dress) which can be easily recognised, yet are hard to understand;
Values and beliefs: beneath the outer layer are “values & beliefs” which are conscious strategies, goals and philosophies Basic Assumptions and Values: The middle, the culture is represented by the basic underlying assumptions and values, which are difficult to recognise because they exist at a largely unconscious level. Yet they provide the key to understanding why things happen the way they do. These basic assumptions form around deeper dimensions of human existence such as the nature of humans, human relationships and activity, reality and truth. The Organisational Iceberg Concept of organisational iceberg
The Term Paper on How culture influences human development
This essay is an attempt to show how culture influences human development and interpretation of the world. Therefore, to start with this essay will define culture by different scholars. It will then show the types of culture and give a brief account on what culture constitutes (characteristics of culture). Furthermore, the concept of human development will be discussed briefly to give the reader a ...
This is described by French and Bell, in which formal aspects are overt, and informal aspects are covert or hidden. The formal aspects are relating to the hard element of culture, namely goals, structure, policies and procedures and financial resources. The informal aspects are the soft element of culture, namely perceptions, attitudes, feelings, values, informal interactions and group normal. For an organisation to be effective it needs to combine the hard elements and soft elements. Often it is the soft elements that really drive organisational performance and effectiveness. Visible aspects at WHSmith
Working at WHSmith I can see all visible aspects of the company, the uniform is one that stands out first due to the fact there are two colours which are bright purple and light blue, the language at WHSmith is of one nature employees are given rules this caused by the Rituals they have a prime example would all customers must be greeted and asked how there day is going which is the companys ritual this has put employees into a habit. Also the company has a motto keep the customers happy they keep you happy, this just says give good customer service meet targets and employees will be in for bonuses.
The hidden aspects of the company are to put all tasks 2nd and customers first, this just says when doing a task and a customer asks you a question, to drop what you are doing and put them first. This to WHSmith is a core value Another example would be around work off the shop floor as in the staff rooms or the office, there are boards with information on to inform employees what targets were met and what were not, also giving this weeks targets, there are also programs WHSmith send you on to built teamwork and improve productivity, theses to are core values to the company.
Four types of culture •Power Culture: Strong leaders are needed to distribute resources. Leaders are firm, but fair and generous to loyal followers. If badly managed there is rule by fear, abuse of power for personal gain, and political intrigue. •Task culture: Rewards results, not unproductive efforts. Work teams are self-directed. Rules and structure serve the system, not an end by themselves. A possible downside is sustaining energy and enthusiasm over time. Person Culture: Employee is valued as a person, as well as a worker. Employee harmony is important. Weakness is a possible internal commitment without an external task focus. •Role Culture: Rule of law with clear responsibility and reward system. Provides stability, justice, and efficiency. Weakness is impersonal operating procedures and a stifling of creativity and innovation How does the culture at WHSmith fit Schein’s model and the four types listed above?
The Essay on Corporate Culture Company Companies Employees
Recently a new phrase called the "Corporate Culture" has evolved and come to the forefront of the minds of many management teams when discussing marketing, research, organizing, and progress for their respected companies. The dictionary defines culture as "the act of developing intellectual and moral faculties, especially through education." Companies further define culture as "the moral, social, ...
WHSmith’s cultures fits in well with Schein’s model this is because by dividing the company into three levels you are able to see how they company is laid out, from Outer layer, Values and beliefs to Basic Assumptions and Values. WHSmith fits in with being a Task Culture this is because the organisation works as rewards are based on results, if targets are met bonus are given if targets are not met bonus is not given out, also for most of the day teams are self directed, with a minim structure which some times leads to employees having it hard to sustain energy and enthusiasm for the job.
Differences and Similarities in culture between WHSmith and Boots The differences between WHSmith and Boots is that WHmith fits in with being a Task Culture explained above and Boots being a Power Culture this is because the Boots needs to have some set rules this is because they need to be trained in giving medicine and have to ask certain questions to customers before they sell any medicine item from there store, also Boots employees can not give advise on any product unless they have the training, if they don’t they have to call some of a higher rank to follow up the transition.
Looking at the all visible aspects of both company’s Boots have a plain uniforms code and WHSmith don’t. The similarities WHSmith and Boots is that WHmith and boots make similar Visible aspects in the since of language and jargon, both company’s employees will greet you in the same way and give a departing comment when you leave the store. Both company’s have the same mottos “keeping the customers happy and the customers will keep you happy” which means give 100% to the customers and the companies gives you the 100% back from bonus and etc
Another similarity is the both company’s have the same values and beliefs in putting customers first and tasks 2nd, this maybe because both stores are retail stores, another similarity is the both company’s also put there staff as a priority making sure there are not any problems and pushing team work because It increases productivity. Conclusion
The Essay on Brookshire Grocery Company Employees Texas Customer
Brookshire Grocery Company, known for its commitment to excellent customer service, was established in 1938. The company began with one store in downtown Tyler, Texas under the name Brookshire Brothers. Soon after, the company changed its name to Brookshire Grocery Company and expanded to four stores in Tyler and Longview, Texas, which included the first air-conditioned store in East Texas (brooks ...
Organisational culture is important for an organisational performance, organisational culture makes a huge difference to the short term and long-term performance of any company, if the culture is to represent a source of advantage, and this culture must be rare, adaptable, this can also be a disadvantage for a company if they fail in there approach of achieving the right Organisational culture within the firm this could happen though management initiatives to meet its expectations.
