Good Corporate Culture

Topics: Organizational culture, Organizational studies, Organizational structure Pages: 6 (1718 words) Published: April 17, 2011
Good Corporate Culture

“Corporate culture is the basic specifications which are created, discovered and developed by a specific organization in dealing with their own external adaptation and internal integration issues”. (Baeney, 2006) “It is used as a guide for organization members to feel, think and understand the issues related to cultural identity, including the guiding ideology of corporate, business idea, work style, values, and codes of conduct, ethics, cultural traditions, customs, ceremonies, management systems and corporate image”. (Gordon & Ditomaso, 2002) This essay will firstly state the necessity of building the good corporate culture. Following this, it will discuss the specific measures to build a good corporate culture. Then, there will be a real cause study of Haier’s successful corporate culture.

The necessity of building the good corporate culture
“Build a good corporate culture will undoubtedly have a decisive significance for a good business”. (Kreps, 2000) To promote the development of the corporate and culture, not only can stimulate the positivity of employees, and still can make the corporate popularity and influence, so that corporate will develop based on long-term goals. “A good business, regardless of their industry, is bound to have its own cultural atmosphere closely related to its development”. (Joris, Maryse & Marco 2005) This kind of atmosphere can be reflected in the spirit, reflected in a specific employee behavior or it also can be reflected in the management idea. All of these can build the corporate culture.

Measures should be taken to build a good corporate culture
Firstly, the good corporate culture should have the business idea of people-based and people-oriented, which should consider the issue from the human point of view and the dual point of view of internal customers and external customers (Rob and Zemsky, 2002). It is a good instantiation of people-oriented. Some famous corporate which conform to the mainstream ideology considering their own culture - to cite two very simple examples, the famous Disney theme park, from the perspective of tourists thoughts, is set up specially on the playground for people counseling, because of the size of a large park. Disney is very thoughtful for customers, which even takes into account how to help parents change their children diapers in staff training and take this as a required course for every employee (Gachter and Thoni, 2005). The idea of decision make Disney has a strong competitive advantage in the industry; this is not only a culture of customer service, but also gives their staff fully trained.

Secondly, another major key point of the construction of corporate culture is the dynamic role of leadership (Cremer, 2003). Senior management of a large group is the company's soul, no exaggeration to say that, it is a pillar and backbone of the company. Advanced ideas and concepts directly determine the life of the company's development. There are many examples of loss or damage which caused by high-level decision error happen in today's society. There is no exception in the building of corporate culture. Imagine that, if a company's executives paid little attention to culture, only the pursuit the benefits of economic alone, it will become a shriveled company and there is no spiritual realm and room for the development of companies. “Without a strong culture support, even a large company can not be in the long-term foothold in today's competitive society.” (Besley and Ghatak, 2005) The lack of a support of corporate culture is the short life expectancy of the Chinese private corporate. Looking ahead, small companies and corporate, as a general manager, is only emphasize on creating effectiveness for their own staffs, there are no culture, no spirit, and no prospects, rather than talking about the target. In this situation, the corporate will decline in its future development, because of the lack of long-term...

References: Baeney. J.B, 2006, Organizational culture: Can it be a source of sustained competitive advantage, Academy of Management review, 11, p656-p665
Baker.G, Gibbons.R and Murphy.K
Besley.T and Ghatak.M, 2005, Competition and Incentives with Motivated Agents, American Economic Review, 95, p616-p636
Cremer.J, 2003, Corporate Culture and Shared Knowledge, Industrial and Corporate Change, 2, p351-p386
Rob.R, and Zemsky.P, 2002, Social Capital, Corporate Culture, and Incentive Intensity, RAND Journal of Economics, 33, p243-p257
Ruimin.Z, 2007, Raising Haier, Harvard Business Review,
Yi. J.J & Ye.S.X., 2003, The Haier Way: the Making of a Chinese Business Leader and a Global Brand, London: Homa & Sekey Books
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • good Essay
  • Essay about culture
  • Essay about Corporate Culture
  • Corporate Culture Essay
  • Corporate Culture Essay
  • Corporate culture Essay
  • Corporate Culture Research Paper
  • Corporate Culture Essay

Become a StudyMode Member

Sign Up - It's Free