Corporate Culture is the attempt to manage the values and emotions of employees so as to align them with the goals of the organization. What might be difficult and questionable about such an attempt to manage employees?
Name: YIXUAN LIU
Date of submission: 12th April, 2013
The term corporate culture is founded out of two main words; corporate, and culture. Analysis of both words – corporate and culture – has become one of the most important things within the business and organizational setting. So important is the study of corporate culture that the various investments being made are increasing steadily over the course of time. The term corporate culture may be utilized in different ways within the business and organizational studies circles. However, there are various terms employed in the definition and analysis of this term that can be found in the various settings. Corporate culture refers to the various behaviors and beliefs through which the employees within an organization interact with their internal and external community. Also referred to as the organizational culture, corporate culture is the shaped up by the analysis of the various elements of meaning that have been attached to the different actions through which an organization conducts its daily operations. This definition will form the background of analysis throughout the course of this paper. Within the business and organizational settings, corporate culture is the foundation through which growth is not only established, but also fostered as time progresses. It is difficult – or even impossible – to have growth within an organization without addressing the organizational culture. Corporate culture contains the blueprints through which an organization not only evaluates itself, but also designs and implements strategy to ensure growth and development takes place through optimum functionality and productivity (Alvesson, 2002).
CULTURE IS A IMPORTANT TOPIC
In analysis of corporate culture and its importance within the business and organizational culture, it is important to deal with the two main terms separately. Culture is an important topic of assessment in the analysis of organizational culture. Culture brings together the various systems, habits, visions, values, missions, symbols, working language, and goals. For a company to effectively conduct any act of analysis or strategy on its internal and external environment, each of the above listed elements is of great importance. Although some of the elements shaping up organization culture may pose as being more important, each of the elements is fundamental in effective analysis and the various activities shaping up the designing and implementation of strategies (Schein, 2010)
CORPORATE CULTURE IS EFFECTIVE IN AN ORGANIZATION
The importance of corporate culture is also brought out in admission of new staff into an organization. There are various activities that shape up staffing within an organization, these activities differ from each other with regards to their purpose, length, the parties involved therein, and the expected results. The entry of new members into an organization is one of the important phases of the organizational cycle. The element of continuity in an organization is of great importance. Analysis of the cycle presented in an organization’s operations is fundamental in bringing out the challenges being experienced by an organization as well as the various opportunities contained therein. Whenever an organization is faced with staffing activities, there are important cultures, behaviors, values, and thought processes which are imparted on the new members within an organization. This process is important as it ensures there is continued effectiveness within an organization. Effective planning and implementing growth strategies is also dependent on this important function of...
References: Alvesson, M. (2002) Understanding organizational culture. London: SAGE.
Brewis, J. (2006) ‘Culture in Knights D. & Willmott H. (eds.) (2006) Introducing Organizational Behaviour and Management, London: Thompson
Connors, R., & Smith, T. (2011) Change the culture, change the game: The breakthrough strategy for energizing your organization and creating accountability for results. New York: Portfolio Penguin.
Knights, D. And Roberts, J. (1982) ‘The Power of Organization or the Organization of Power?’ Organization Studies 3(1): 47-63.
Rosen, M. (1988) ‘You asked for it: Christmas at the bosses expense’ Journal of Management Studies 25(5): 463-480.
Schein, E. H. (2010) Organizational culture and leadership. San Francisco: Jossey-Bass.
Willmott, H. (1993) ‘Strength is ignorance, slavery is freedom: managing culture in modern organizations’ Journal of Management Studies 30(4): 515-552. (a difficult article, but makes some great, critical, points about the ethics of attempts at managing employees values)
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