Culture and Orgainzation

Only available on StudyMode
  • Download(s) : 130
  • Published : May 12, 2013
Open Document
Text Preview
Table of Content

1. Introduction

1. An OrganisationP.3

2. Organisational CultureP.3

3. The Case CompanyP.3-4

2. Schein Framework

1. Artifacts and CreationsP.5
2. Values and BeliefsP.5
3. Basic AssumptionsP.6

3. Schein Framework in IKEA case

1. The Company Name P.7

2. The FounderP.7

3. The NationP.8

4. Vision and Business IdeaP8.-9

1. Product RangeP.9

2. Low PricesP.9

3. A Better Everyday LifeP.9-10

5. The Environments
1. Consuming EnvironmentsP.10
2. Working EnvironmentsP.10-11
6. Corporation Social Responsibility

1. For EnvironmentP.11

2. For ChildrenP.11

3. For WorkersP.11

4. Summarize ConclusionP.13

5. ReferenceP.14-15

1. Introduction

1. An organisation

According to Paul Hill, Dr. Xiao-Jian Wu, Dr. Ron Beadle and Dr Guy Brown (2012), an organisation is “social entities brought into existence and sustained in an ongoing way by humans to serve some purpose, from which it follows that human activities in the entity are normally structured and coordinated towards achieving some purpose or goals. ”It means that people group together to do something for the same purpose or goals, we can recognise it is an organisation. It may be a company, a association or a party.

2. Organisational Culture

“The word culture has been used by many different to explain a variety of phenomena, and because each one tends to adopt a slightly different perspective, there is no universally accepted definition.”). (Paul Hill, Dr. Xiao-Jian Wu, Dr. Ron Beadle and Dr Guy Brown (2012))

Edgar H. Schein (1985) states culture is a phenomenon surrounds us, it can defined leadership. It is customs and rights, it is the accumulated shared learning from shared history. When you understand a company’s culture, you will understand the organsation. The Culture of an organisation always influences by many difference criteria, includes the organisation values, visions, norms, working language, systems, symbols, beliefs and habits. It can be formed by the founder, staff and also the consumers.

Edgar H. Schein (1985) also claimed that the organisational culture can be defined to three main levels: Artifacts and Creations, Values and Beliefs, and Basic Assumptions. The three levels refer to the structure to which the different cultural phenomena are foreseeable to the observer.

3. The Case Company

IKEA , from a Sweden small wholesaler in 1943 to the world's largest furniture retailer and home products company. It was found by Mr. Ingvar Kamprad when he was only 17 years old. The main business is designs and sells all home articles such as ready-to-assemble furniture, kitchen appliances and home accessories on often associated with a simplified eco-friendly interior design.

Furthermore, the firm is well-known for the cost control, automatic products development and functional product design. IKEA now is a brand representing trendy, quality and low price.

IKEA’s strong organisational culture is one of the reasons makes IKEA to success. When you step in any store of IKEA, no matter in which country, you will have strong feeling their integrative culture. Why IKEA be successful to doing it? The following essay may analyst the successful ways of IKEA by using Schein framework, and explains how it applies into the case.

2. Schein Framework
Edgar H. Schein organisational culture framework originated in the 1980s. It is one of the authoritative approach be popular used in analyst company cultures. Schein identifies three distinct levels in organisational cultures. The three...
tracking img