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Corporate And Culture Analysis

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 duty 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 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

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valuates itself, but also designs and implements strategy to ensure growth and development takes place through optimum functionality and productivity (Alveolus, 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 (Scheme, 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 A LOT OF STUDIES CONDUCTED WITH REGARDS TO CORPORATE CULTURE There have been numerous studies conducted with regards to corporate culture. There are different theories that seek to elaborate more about corporate culture and he various elements shaping it up. There have been extensive studies conducted to ascertain the nature and impact of corporate cultures within the various business and organizational settings.

One such study was conducted by Hefted – one of the most celebrated management scholars – and the organization in the study was MM. In the study, Hefted sought to research on the differences that exists between the various employees who defined MM. The study was global and incorporated employees from different regions of the world. The main aim of the study was to valuate whether there were aspects of culture responsible for influencing the behavior of the employees within the business setting.

Some of the important study elements shaping up the research included multiculturalism, cultural introspection, and the cultural differences that distinguish one region from another. The study brought out important information about value change and behavior change. According to the researcher, behavior change precedes value change. From the study conducted by Hefted, there were four important concepts which he employed in communicating the dimensions of culture.

The four dimensions of culture were brought out in power distance, uncertainty avoidance, long term orientation versus short term orientation, and individualism versus collectivism (Connors & Smith, 2011). DEALING WITH THE INEQUALITY IS IMPORTANT Power distance is manifested in the discussion of corporate culture in varying capacities. Within the business and organizational setting, there are various factors which determine how social inequality is dealt with. One society’s way of handling social inequalities is bound to exhibit varying differences compared to another society.

The relationship between the leaders and those being led was identified as an important factor with regards to this topic. Here, the researcher suggests that these relationships are the background through which social inequality is not only defined, but also assessed. The various solutions to problems presented in – or by – social inequality are dependent on the type of relationships established within the confines of an organization. As a topic under the broader assessment of corporate cultures, power distance brings out the various levels of power and the impact they have on the various societies.

In a society where certain individuals wield increasing amounts of power compared to their counterparts, the possibility of inequality is very high. Dealing with the inequality presented in such an environment also becomes harder compared to a society where there is very little difference with regards to the TAKE THE DIFFERENT WAY TO DEAL WITH THE UNCERTAINTY Difference societies deal with uncertainty through employing different tools and techniques. In every society, there are always strategies put in place to deal with the uncertainty.

Important social issues such as religion and law are dealt with fervently among the various societies. Under uncertainty avoidance, Hefted suggested that there are two major ways through which the various organizations deal with the challenges presented by social inequality. Organizations are presented as being able to deal with social inequalities presented either through rational or non-rational means. The non-rational mechanisms are founded on rituals and beliefs.

Self reliance and independence are the main activities being advocated for within the confines of individualism. Within the organizational setting there are various interest presented by the various parties involved therein. Due to the differences that exist with regards to the various interests, there is disharmony in the various collective and personal goals. This indifference also affects the interests on both the individual and corporate settings. Unlike individualism, collectivism works to bring out the importance of interdependence within any society.

Collectivism is defined as the sum of the various economic, religious, social, and philosophic outlooks that seek to emphasize the importance of interdependence of the various civilization or societal settings. Within the social group setting, collectivism works to not only introduce, but also nurture cohesion of the various parties involved therein. Collectivism seeks to emphasize the importance of proportioning corporate goals over individual goals. Within the organizational setting, this is important in the achievement of the various goals, missions, and visions that have been set by the organization.

In analysis of the mission, it is always important to look at the details that shape up both the individual and corporate missions. One of the most important analytical factors is strategic erection. Strategic direction is presented in both individual and corporate missions. Comparison between the individual and corporate missions should be undertaken so as to provide details. These details are important in the assessment of planning activities. Employee turnover and their loyalty to the organization are also of great importance with regards to the analysis of corporate culture.

There is important information from the analysis of employee values that shape up organizational culture. Within any organization, the value attached to employees is different from en individual to another. This information is crucial in determining the employees who are most likely to stay and those that have low levels of loyalty to the organization. Information about the employee intentions is the background through which employee turnover is predicted. One of the best tools through which employee commitment is measured is through organizational culture profile.

These are some of the most detailed tests undertaken within the broader topic of organizational culture. Organizational culture has also been presented as being greatly dependent on information with from – and related to – culture profiling (Wolcott, 1993). CONCLUSION I have argued in this essay that the corporate culture in the attempt to manage the values and emotions of employees so as to align them with the goals of the organization and what might be difficult and questionable about such an attempt to manage employees.

I made this argument in 4 sections. In Section Five I suggest that dealing with inequality is important. In Section Six I argue that take the different way to deal with uncertainty. In next two sections I also suggested the Individualism is an significant element within the overall analysis of corporate culture and another argument is mission, and adaptability are important factors to take into consideration in the analysis of organizational culture.

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