Organisational Culture of Aldi
Executive summary
In an effort to better understand one of the main important aspects of Organisational Behaviour; Organisational culture change, one of the most important aspects of the Organisation was identified for study. This report will provide an insight on the Organisational culture of Aldi, and provide a possible methodology for organisational culture change .
This report therefore gives an analysis of the current culture of the organisation, referring to the present business practices and the values and ways in which the organisation is run. Despite the effectiveness of this current culture, and the challenges of ‘change’ of any sort, there is however a need for change in the culture as they exist some loop holes in this culture which needs to be addressed in order to gain a competitive advantage and improve the profitability and performance of the Organisation.
The overall purpose of this report is therefore to identify the organisational culture, define the strengths and weaknesses, and provide recommendations for culture change.
The procedures required a general survey and research on Aldi, after which an organisational culture was defined and the elements of the culture stated. The indication of the culture allowed for the recommendation of some main areas of concern and for immediate or proposed actions which could be implemented. It also established a base line for which future measurements can be made, maintaining of strengths and improvements of weaknesses.
Table of contents.
Executive summary………………………………………….1
Table of content………………………………………………2
Case background………………………………………………3
Introduction………………………………………………………4
Body
Current Culture…………………………………………………5
Need for change……………………………………………….8
Culture
In an effort to better understand one of the main important aspects of Organisational Behaviour; Organisational culture change, one of the most important aspects of the Organisation was identified for study. This report will provide an insight on the Organisational culture of Aldi, and provide a possible methodology for organisational culture change .
This report therefore gives an analysis of the current culture of the organisation, referring to the present business practices and the values and ways in which the organisation is run. Despite the effectiveness of this current culture, and the challenges of ‘change’ of any sort, there is however a need for change in the culture as they exist some loop holes in this culture which needs to be addressed in order to gain a competitive advantage and improve the profitability and performance of the Organisation.
The overall purpose of this report is therefore to identify the organisational culture, define the strengths and weaknesses, and provide recommendations for culture change.
The procedures required a general survey and research on Aldi, after which an organisational culture was defined and the elements of the culture stated. The indication of the culture allowed for the recommendation of some main areas of concern and for immediate or proposed actions which could be implemented. It also established a base line for which future measurements can be made, maintaining of strengths and improvements of weaknesses.
Table of contents.
Executive summary………………………………………….1
Table of content………………………………………………2
Case background………………………………………………3
Introduction………………………………………………………4
Body
Current Culture…………………………………………………5
Need for change……………………………………………….8
Culture
References: Mullins L, Management and Organisational Behaviour, 9th Edition, Pearson Education. Buchhannan D, Huczynski A,(2003), Organisational behaviour: Emerging Realities for the workplace Revolution, 2nd Edition. Johnson, G., Scholes, K., & Whittington, R. (2006). Exploring Corporate Strategy. Essex: Pearson Education. Robbins, S. .., & Judge, T. A. (2007). Organisational Behaviour. New Jersey: Pearson Prentice Hall. Buelens, M., Broeck, H. V., Vanderyden, K., Kreitner, R., & Kinicki, A. (2006). Organisation Behaviour. Berkshire: McGraw Hill Education. Anon. (2009). Edgar H. Schein 's Model of Organizational Culture . Retrieved September 3rd, 2011, from Business mate.org: http://www.businessmate.org/Article.php?ArtikelId=36 Anon. (2010). Frederick herzberg motivational theory. Retrieved September 3rd, 2011, from Businessballs: http://www.businessballs.com/herzberg.htm Anon. (2003, October Thursday 09). Critical succss Factor for Change. Retrieved September 3rd, 2011, from AMEinfo.com: http://www.ameinfo.com/29295.html Area manager’, http://uk.aldi.com/recruitment/recruitment_2.html (accessed 12.09.11). www.aldi.co.uk accessed on 04/09/2011