The Culture at BMW
With nearly 100 years in the industry the culture at BMW is an anomaly in the car manufacturing business. BMW has infused collectivism in its culture by making employees feel that they are a part of history on day-one of employment. Their managers often look to employees for answers. Problem times from years past are also told to the new employees. For example, when the company was on the verge of bankruptcy in 1959 and was saved by a local business man, these mishaps are used as learning tools to stop history from repeating itself. Regardless of an employee’s title, all levels work together to create ideas to better the brand and product. BMW’s openness fosters an environment of innovation and creativity. The traditional hierarchy seen within other organizations is not an obstacle at BMW and employees are encouraged to voice their thoughts and ideas. Team brainstorming is done on a regular basis and everyone’s input is valued. This can only boost the self-esteem of the workforce. “Employees with high self-esteem place more value on actually attaining their goals than do employees with low self-esteem” (Helliegel & Slocum, 2009). BMW Model of Leadership’s Impact on Organizational Culture As stated earlier, the leadership at BMW values the employees and listens to their ideas. The type of open door leadership BMW allows employees to feel as if they have value to the company and its achievements. Informal listening sessions are used to brainstorm for ideas with all levels of employees. It is sometimes referred to as a freewheeling idea factory. Employees from all different departments get together and work on a single project. This culture allows employees to feel as if they are valued and that their ideas are appreciated. No one is looked down upon when they present an idea even if they are not as “high up” as the other people in the room. This allows great ideas to be given and fostered. “At BMW ideas are everything and as an...
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