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Measuring Culture

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10 Things Your Corporate Culture Needs to Get Right

Knowing what elements of culture matter most to employees can help leaders foster engagement as they transition to a new reality that will include more remote and hybrid work.

  • Workplace, Teams, & Culture
  • Leading Change
  • Organizational Behavior

essay about corporate culture

In April 2021, nearly 4 million Americans quit their jobs — the highest monthly number ever recorded by the Bureau of Labor Statistics. 1 Employee retention is on the mind of every chief human resources officer, but culture is on the minds of the employees that companies are trying to retain. In a recent study, nearly two-thirds of employees listed corporate culture among the most important reasons they stay with their current employer — or start looking for another job. 2 Another study found culture is the single best predictor of employee satisfaction, ahead of compensation and work-life balance. 3

Our multiyear research into corporate culture using Glassdoor data reveals that cultures vary widely in quality in the eyes of their employees. When people create a review on Glassdoor, they rate their employer’s culture and values on a scale of 1 to 5. We analyzed the average culture score for companies in the Culture 500 — a sample of large organizations, mostly based in the United States. The typical company has an average culture rating of 3.6, but scores ranged widely — from 2.1 to 4.8 on a 5-point scale.

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What distinguishes a good corporate culture from a bad one in the eyes of employees? This is a trickier question than it might appear at first glance. Most leaders agree in principle that culture matters but have widely divergent views about which elements of culture are most important. In an earlier study , we identified more than 60 distinct values that companies listed among their official “core values.” 4 Most often, an organization’s official core values signal top executives’ cultural aspirations, rather than reflecting the elements of corporate culture that matter most to employees.

Which elements of corporate life shape how employees rate culture? To address this question, we analyzed the language workers used to describe their employers. When they complete a Glassdoor review, employees not only rate corporate culture on a 5-point scale, but also describe — in their own words — the pros and cons of working at their organization. The topics they choose to write about reveal which factors are most salient to them, and sentiment analysis reveals how positively (or negatively) they feel about each topic. (Glassdoor reviews are remarkably balanced between positive and negative observations.) By analyzing the relationship between their descriptions and rating of culture, we can start to understand what employees are talking about when they talk about culture.

We analyzed a total of 1.4 million employee reviews using the Natural Employee Language Understanding platform developed at CultureX, a company we cofounded. This natural language processing tool is optimized for a single task: understanding employee feedback. Specialization enables us to classify free text with more than 90% accuracy into over 150 topics while picking up business jargon, idioms, acronyms, and slang.

To identify which factors were most important in predicting a company’s overall culture score, we calculated the SHAP (Shapley additive explanations) value for each topic. SHAP values are based on a game-theoretic model developed by Nobel laureate Lloyd Shapley. This approach analyzes all possible combinations of features in a predictive model to estimate the marginal impact that each feature has on the outcome — in our case, which cultural elements have the biggest impact in predicting a company’s overall culture rating. 5

Before reading on, you may want to pause and consider which aspects of culture you would expect to predict a company’s culture score. The actual results may surprise you. Topics that you might expect to matter, such as friendly colleagues, flexible schedules, and manageable workloads, were commonly discussed but had little or no impact on a company’s overall culture score. (See “The 10 Elements of Culture That Matter Most to Employees.”)

The following chart summarizes the factors that best predict whether employees love (or loathe) their companies. The bars represent each topic’s relative importance in predicting a company’s culture rating. 6 Whether employees feel respected, for example, is 18 times more powerful as a predictor of a company’s culture rating compared with the average topic. We’ve grouped related factors to tease out broader themes that emerge from our analysis.

1. Employees feel respected. The single best predictor of a company’s culture score is whether employees feel respected at work. Respect is not only the most important factor, it stands head and shoulders above other cultural elements in terms of its importance. Respect is nearly 18 times as important as the typical feature in our model in predicting a company’s overall culture rating, and almost twice as important as the second most predictive factor.

The strong and varied language employees use to describe disrespect suggests how deeply it affects them. Employees describe being demeaned and degraded; viewed as disposable cogs in a wheel or robots; or treated like children, second-class citizens, crap, garbage, dirt, trash, scum, idiots, or cattle.

Respect for employees varied by industry. (See “How Employees Talk About Respect in Their Companies by Industry.”) In sectors with a high percentage of professional and technical workers — such as management consulting, enterprise software, and semiconductors — employees were less likely to mention respect compared with all industries (horizontal axis) — and when they did discuss respect, the sentiment was more positive (vertical axis). In industries with a large number of front-line employees — including casual restaurants, grocery stores, and specialty retailers — workers were more likely to mention respect and talk about it in negative terms than were employees in other industries.

Industry is not destiny, however, when it comes to a culture of respect. Even in low-scoring sectors like grocery stores, some companies, including Wegmans, Trader Joe’s, and HEB, stand out for their high levels of employee respect and overall strong cultural ratings. In future research in this series, we will explore which elements of culture distinguish companies that create a healthy culture for their front-line employees.

Nearly half of employees mention management in their reviews, and their collective assessment of the top leadership team is a particularly strong predictor of a company’s culture rating — four times more important than the average topic and twice as important as discussions of an employee’s immediate boss. When it comes to corporate culture, it seems, employees assign more of the credit (or blame) to the C-suite than to their direct boss. And this makes sense. The C-suite is responsible for several of the factors that matter most to employees’ assessment of culture — including benefits, learning and development opportunities, job security, and reorganizations.

Our platform categorizes employee feedback into more than 50 distinct ways leaders are described, including whether they are empowering, organized, emotionally stable, or friendly. Among all of these leadership traits, a few stood out as the best predictors of a company’s culture rating.

2. Supportive leaders. Of all the ways employees describe their managers, the most important predictor of a company’s culture score is whether managers support their employees. Employees describe supportive leaders as helping them do their work, being responsive to requests, accommodating employees’ individual needs, offering encouragement, and having their backs. Leaders, of course, influence all aspects of culture, but being a source of support for employees is especially critical and is the leadership trait most closely associated with a highly rated culture.

3. Leaders live core values. In an earlier article , we found no correlation, on average, between a company’s official culture and how well core values are practiced on a day-to-day basis. 7 Employees are generally (and rightly) cynical about their employer’s core value statements and don’t expect leaders to live these values. When employees complain that “managers pay lip service to core values“ or “a wide gap exists between cultural rhetoric and reality,” their negative sentiment doesn’t ding the company’s culture score much. When employees praise leaders who “walk the talk” or “practice what they preach,” in contrast, their positive assessment provides a big boost to a company’s culture score. Employees don’t expect leaders to live the core values, but they appreciate it when they do.

4. Toxic managers. At the other end of the spectrum from supportive leaders who live the core values are managers whom employees describe as “horrible,” “poisonous,” or “toxic,” among other extremely negative terms. Toxic leadership can take many forms, but employees who describe managers as toxic are also more likely to say they are abusive, disrespectful, noninclusive, or unethical.

5. Unethical behavior. This is a particularly dangerous form of toxic management. Integrity is the cornerstone of most organizations’ official culture — nearly two-thirds of all companies list integrity or ethics among their official core values. 8 Integrity also matters to employees — ethical behavior is more than twice as predictive of a company’s culture rating than the average topic. Pockets of unethical behavior, unfortunately, remain a reality in many organizations. A recent study of managers in brokerage firms found that nearly 10% of them had been involved in financial misconduct, and unethical managers increased the odds that their subordinates would cheat as well. 9

Identifying toxic leaders, digging deeper to understand the context of their behavior , coaching them, or removing them from leadership positions are tangible actions organizations can take to root out people who are undermining corporate culture and potentially exposing the company to reputational or legal risk.

Compensation and Benefits

6. Benefits. When it comes to predicting a company’s culture score, benefits are more than twice as important as compensation. Benefits are important for all employees, but which benefits matter most depend on an employee’s job. Health insurance and benefits are a better predictor of culture rating for front-line workers, while retirement benefits such as 401(k) plans and pensions matter more for white-collar employees.

We are not, of course, arguing that compensation doesn’t matter. Leaders may want to raise compensation, particularly for front-line employees, because it’s the right thing to do — a 2019 study found that 44% of U.S. families did not earn enough to cover their living expenses. 10 Recent research shows that compensation is at least as important as culture in retaining employees, particularly among younger workers. 11 Compensation matters, but it won’t fix a broken culture.

7. Perks. Employees mention nearly 450 different types of perks in their reviews, ranging from arcades to Zumba classes. Among amenities mentioned by more than 50 employees, however, coffee truly is the central perk, with discounted coffee rated positively over 97% of the time. (If you consider less common perks, unlimited meals, onsite breakfast, and free wine have a 100% positive sentiment among employees.)

Employees don’t necessarily expect perks, but they do appreciate them when they’re offered. If a small percentage of employees mention perks, a company’s culture score does not suffer much. When more workers talk about perks, in contrast, companies see a big jump in their culture rating.

Among perks, company-organized social events are a particularly strong predictor of a high culture score. Even when you control for how employees talk about perks in general, social events like team-building exercises, happy hours, and picnics emerge as a reliable predictor of a high culture score. Organizing social events is a promising and relatively low-cost way executives can reinforce corporate culture as employees return to the office.

8. Learning and development. Nearly one-third of all employees mention opportunities for education or personal development in their reviews, making this the third most frequently discussed topic (after management and compensation). Employees in Culture 500 companies are extremely positive about programs to match or reimburse college tuition and opportunities for exposure to senior executives, particularly early in their careers. The analysis also shows that learning and development benefits are relatively more important to white-collar workers than front-line employees.

Job Security and Reorganizations

9. Job security. Managers don’t typically think of job security as part of corporate culture — in our earlier study of how companies describe their core values, not one listed job security. Job insecurity, however, weighs heavily on employees’ minds when they assess corporate culture. The larger the percentage of employees who talked about layoffs, outsourcing, or the possibility of getting fired, the lower the company ranked on culture.

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10. Reorganizations. Virtually no one has any good things to say about reorganizations. In the Culture 500 sample, employees talked about reorganizations in negative terms 97% of the time. The fewer people who mention reorganizations, the higher a company’s culture score. While you might associate the mention of reorganizations with layoffs and job instability (and there is moderate correlation here), the data reveals that employee concerns on this issue speak to wider strategic issues for companies. When employees mention reorgs, they are much more likely to also discuss the pace of organizational change as too fast, inconsistency in strategy over time, and a lack of clarity about the company’s evolving strategy.

Leaders face a series of challenges while navigating the post-COVID-19 return to work. They must retain star employees, attract new recruits, and maintain a healthy culture as the workforce adjusts to a new reality that will include more remote and hybrid work. Understanding the elements of culture that matter most to employees can help leaders maintain employee engagement and a vibrant culture as they transition to the new normal.

About the Authors

Donald Sull ( @culturexinsight ) is a senior lecturer at the MIT Sloan School of Management and cofounder of CultureX. Charles Sull is a cofounder of CultureX.

1. I. Ivanova, “People Are Quitting Their Jobs at Record Rates. That’s a Good Thing for the Economy.” CBS News, June 21, 2021, www.cbsnews.com.

2. “Mission & Culture Survey Supplement, 2019,” PDF file (Mill Valley, California: Glassdoor, 2019), www.glassdoor.com. The online survey was conducted by the Harris Poll in June 2019 and completed by over 5,000 adults in the U.S., U.K., France, and Germany.

3. A. Stansell, “ Which Workplace Factors Drive Employee Satisfaction Around the World? ” Glassdoor Economic Research, July 11, 2019, www.glassdoor.com.

4. D. Sull, S. Turconi, and C. Sull, “ When It Comes to Culture, Does Your Company Walk the Talk? ” MIT Sloan Management Review, July 21, 2020, https://sloanreview.mit.edu. We reviewed the websites and annual reports of 689 large, mainly U.S. organizations and found 562 that listed official value statements and identified 62 distinct values listed by at least five companies in our sample.

5. We used an XGBoost model to predict the average culture score for the 599 organizations in our sample. Each model included 158 cultural topics. We split each topic into two features and incidence-measured the percentage of total company reviews that mentioned a specific topic. We sentiment-measured the percentage of reviews mentioning a topic that was positive. If fewer than 15 reviews mentioned a topic in a company, we excluded that topic’s sentiment score from our analysis. Imposing a threshold count to calculate topic-level sentiment resulted in missing values for less-frequently discussed topics, and we chose an XGBoost model because it handles missing values well. The model performed well, with an adjusted R2 of 0.81 in the testing set. We used SHAP values to estimate each topic’s relative importance in predicting average culture scores. SHAP values quantify the marginal contribution that each feature makes to reducing the model’s error, averaged across all possible combinations of features, to provide an estimate of each feature’s importance in predicting culture scores. For an accessible discussion of SHAP models, see S. M. Lundberg, G. Erion, H. Chen, et al., “ From Local Explanations to Global Understanding With Explainable AI for Trees ,” Nature Machine Intelligence 2, no. 1 (January 2020): 56-67.

6. Relative importance is calculated by dividing each topic’s SHAP value by the average SHAP value of all 158 topics included as features in our model.

7. Sull, et al., “When It Comes to Culture, Does Your Company Walk the Talk?”

9. Z.T. Kowaleski, A.G. Sutherland, and F.W. Vetter, “ Supervisor Influence on Employee Financial Misconduct ,” SSRN, July 20, 2020 (revised May 21, 2021), https://ssrn.com.

10. S. Liu and J. Parilla, “How Family-Sustaining Jobs Can Power an Inclusive Recovery in America’s Regional Economies,” PDF file (Washington, D.C.: Brookings Metropolitan Policy Program, February 2021), www.brookings.edu.

11. M. Smart and A. Chamberlain, “Why Do Workers Quit? The Factors That Predict Employee Turnover,” PDF file (Mill Valley, California: Glassdoor, February 2017), www.glassdoor.com; and B. Zweig and D. Zhao, “Looking for Greener Pastures: What Workplace Factors Drive Attrition?” PDF file (Mill Valley, California: Glassdoor, 2021), www.glassdoor.com.

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Why Collaboration Is Critical in Uncertain Times

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essay about corporate culture

Working together can catalyze innovation — even in risk-averse companies.

Recent research suggests that when resources become limited, many business leaders’ inclinations are to become risk-averse and protect their own interests, fostering a culture of conservatism and prioritizing stability over innovation. In such circumstances, the emphasis often shifts toward preserving existing assets, reducing expenditures, and maintaining the status quo, which can hinder the organization’s ability to adapt, pivot, and thrive in a competitive environment. However, it’s precisely during these challenging times that the untapped potential of collaboration can be a game-changer. If you’re a leader struggling with risk-taking, here are four strategies to make the mindset and behavior shifts to become more collaborative and unlock growth.

A client of ours — let’s call her Mary, a senior executive in the technology industry — faced significant challenges managing a large organization amid economic uncertainty. Both her company and industry were experiencing tough times, resulting in budget cuts and a hiring freeze. Moreover, she was tasked with exceeding her annual revenue goals to compensate for the underperformance of a struggling business line, which was beyond her direct control.

  • Jenny Fernandez , MBA, is an executive and team coach, Columbia and NYU faculty, and future of work and brand strategist. She works with senior leaders and their teams to become more collaborative, innovative, and resilient. Her work spans Fortune 500 companies, startups, and higher education. Jenny has been recognized by LinkedIn as a “Top Voice in Executive Coaching, Leadership Development, and Personal Branding” and was invited to join the prestigious Marshall Goldsmith’s 100 Coaches community. She is a Gen Z advocate. Connect with her on LinkedIn .
  • Kathryn Landis , MBA, is the founder and CEO of the global coaching and advisory firm Kathryn Landis Consulting, which helps senior leaders empower and inspire their teams, create a lasting positive impact, and become the best versions of themselves in work and life. She is an adjunct professor at New York University and a former leader at American Express and Automatic Data Processing. Connect with her on LinkedIn .
  • Julie Lee , PhD, is a clinical psychologist, NYU faculty, and a leading Gen Z employment and mental health strategist. Dr. Lee’s work spans Fortune 500 companies,  startups, and higher education institutions, including Harvard and Brown University. In her consulting work, Dr. Lee helps organizations to motivate and retain Gen Z professionals and coaches executives to lead with purpose and empathy. Connect with her on LinkedIn .

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Aspects of Corporate Culture Essay

The concept of a symbol concerns the meaning behind an object or a process being of greater importance than its function. Lee G. Bolman and Terrence E. Deal (2017) state that “the symbolic frame interprets and illuminates the basic issues of meaning and belief that make symbols so potent” (p. 241). The concept is rooted in several disciplines, such as psychology and sociology. Symbolic forms include myths, visions, values, rituals, and ceremonies among others. The chapters assigned to address the notion of organizational dynamics as a theatre as well. Chapter I of the book by Gideon Kunda, meanwhile, explores culture as concerning organizations, focusing on its aspect of normative control. This paper addresses the connections found while examining the two sources given.

Stating that culture is both a product and a process, chapter XII deals with the question of whether organizations have culture, or are cultures themselves (Bolman & Deal, 2017). As a product, it is the company’s lore and wisdom. As a process, the company culture is renewed and recreated in the process of new hires’ induction. Re-phrased by Kunda (2009), culture is both the rules of work behavior and experience and a vehicle through which the above-mentioned is influenced. Corporate culture, thus, is a means of control, and normative control aiming at strengthening said culture can end in tyrannical leadership. Bolman and Deal (2017), expanding on the connection between culture and leadership, in the examples of BMW and Nordstrom enterprises establish a direct positive correlation between company culture and success.

Addressing the ritual and ceremony aspects of the symbolic frame, Chapter I states that their use needs to be overt; a creation of company philosophy is essential. The author addresses the use of such metaphors as “religion,” “family” and “marriage” in describing the work environment (Kunda, 2009, p. 7). Both sources enumerate certain war metaphors as well.

Chapter XIV addresses the notion of an organization as a theater, discussing whether the display of power is effective even when unsubstantiated. Chapter I of the book by Kunda (2009), meanwhile, elaborating on the subject of normative control, poses the question of the Lyndswille’s employees’ experiences being not authentic, but “stylized roles” (p. 17). Thus, tyrannical control is aimed at the private domains of self; it is an invasion of freedom and dignity.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership (6th ed.). Hoboken, NJ: Jossey-Bass.

Kunda, G. (2006). Engineering culture: Control and commitment in a high-tech corporation (Revised ed.). Philadelphia, PA: Temple University Press.

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Corporate culture refers to a range of norms, behaviors, and beliefs accepted within an organization. They are not always defined expressly, yet they can strongly influence the company’s atmosphere and results.

In your essay on corporate culture, you might want to look at a specific company’s implicit and explicit norms and beliefs. Alternatively, you can examine one or more cases and summarize the best practices. There are also papers about how work culture affects employees’ productivity and identity.

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Starbucks and Its Organizational Behavior Concepts

Introduction The focal point of the paper is to evaluate whether an organization is either successful, unsuccessful, or a combination of both in formulating and implementing organizational behavior concepts. The three fundamental concepts taken into account would be Change management, Organizational Culture, and Communication. The chosen organization in this context...

Dubai Electricity & Water Authority Company: CSR Principles

Introduction Living in the modern world of great market competition, the companies mostly think about the personal profit that can be reached via the work with the customers. Furthermore, various ethnic and culturally diverse business partners and rivals demanded the creation of some policies that could regulate business relations and...

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Changing Culture at Proctor & Gamble

Introduction Corporate culture is generally regarded as the key basing aspect that creates the motivation strategy of the entire company. On the one hand, this may be an integral part of assessing the performance of the employees and management, on the other hand, this may be regarded as the punishment...

Corporate Social Responsibility. Microsoft

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Global Business Cultural Analysis: Sweden

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Can Culture in the Organization Be Managed?

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Organizational Culture on the Example of Omega House

Introduction In healthcare organization like Omega House, organizational culture and structure of managerial relations influence performance and service quality. Thus, the uniqueness of this concept is that organizational culture can be interested and understood differently and have different implications for management practice. The aim of the research paper is to...

Cultural Diversity in Workplaces

Introduction One of the things that make human life intriguing and to some extent captivating is the diversity and variation exhibited by various people as a result of their differing cultures, personalities and physical appearance. Through the years, different groups of people have come up with cultures which help them...

American Red Cross Company: Organizational Culture

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Organizational Culture for Project Management Structure

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How to Change the Culture of Organization

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Culture can be defined as the acquired knowledge that people use to interpret experience and generate social behavior. It is important to recognize that culture is learned and helps people in their efforts to interact and communicate with others in the society. When placed in a culture where values and...

Manifestations of Organizational Cultures

To operate properly, any organization should have several assumptions setting the norms of behavior for its employees and informing the basic values. Leaders also play a pivotal role in organizations, and the quality of their work does not depend solely on their style of leading others. This essay discusses the...

Beak & Johnson Pty Ltd: Corporate Social Responsibility

Introduction The importance of corporate social responsibility (CSR) is highlighted in reports provided by firms to their stakeholders. This emphasis is motivated by the trend of decay in the ethical foundations of organizations. The alarming notion is that the leaders of these institutions have been deemed as the initiator of...

Organizational Culture for Effectiveness and Success

Introduction Organizational culture is one of the factors that have a direct impact on the effectiveness of an organization. It entails a system of shared values, beliefs, principles, and assumptions that define an organization (Mattone & Vaidya 2016, p.34). The success and effectiveness of operations within an organization are highly...

The Organizational Culture Effect on Employee Performance

Introduction Understanding the correlation between corporate culture, employee performance, and customer satisfaction is paramount because it helps to boost the competitive edge of an enterprise. Businesses ought to establish corporate cultures that guarantee continuous development. According to Paschal and Nizam (2016), organizational culture is vital because it influences employee commitment...

Cultural Impact on Organizational Performance

Identification of the Problem Discussed in the Article Previous articles on culture have failed to contribute to understanding the relationship between corporate culture and organizational performance. The lack of concrete research on the culture-performance relationship can be attributed to the lack of utilization of quantitative surveys and statistical analysis. Kim...

Walmart Company’s Organizational Culture

Management and leadership Management and leadership usually mean the same thing. In recent years management has been taken to mean the driving force to the success of a business. The following are some of the main distinctions between management and leadership. The role forms the first distinction, leadership is deemed...

Enron Corporation’s Organizational Culture

Introduction The following essay is concerned with the critical analysis of the organizational culture that led to the debacle of Enron corporation. The collapse of Enron corporation provides a case of organizations that have felled as a result of scandals by their leaders in the recent past. Generally, the manner...

Can an Organizational Culture Be Changed?

Introduction Implementing change is an indispensable organizational procedure that plays a foremost role in ensuring organizational efficiency. Implementing change is not an easy task and requires well-laid procedures and a strategic planning approach. One of the significant driving factors that could compel business enterprises to implement change processes is the...

Organizational Culture: Types and Strengths

Organization or corporate culture refers to the way things are seen and done within organizations. It aims at cultivating a long-term identity and is created through traditions and educational programs. After some period of practicing the resulting culture, players in an organization find themselves with shared basic assumptions about internal...

Organisational Culture During the Change Process

Introduction The merger is the combination of two or more business organizations to create a new entity. The acquisition is the process whereby a company buys another without forming a new business. The current culture of the organization changes when a merger or acquisition takes place. During the process, changes...

Organizational Culture, Employee Performance and Customer Retention

Abstract Research on organizational culture supports the belief that corporate customs are vital for efficient operations and profitability of the business. Even though various studies have examined the correlation between corporate culture and performance, experimental results appear to be mixed and indecisive. Additionally, limited studies analyze the connection between organizational...

Corporate Responsibilities in Jordan Construction Industry

Abstract Corporate social responsibility (CSR) gained popularity in 1970s as a policy function to encourage corporations run their operations responsibly. Since then, it has continued to gain popularity in different regions, especially as governments embrace it as a way of obligating businesses to help in dealing with different social and...

New Performance Management System for Multicultural Team

Introduction Background of the Study Performance management is one of the concepts which are rapidly gaining popularity in modern organizations. According to Kirkman and Harris (2017), in the current competitive business environment, firms are doing everything within their capacity to achieve competitive edge over their rivals. One of the best...

Wal-Mart Corporation’s Intercultural Management Strategy

Introduction The last decade has been characterized by intense internationalization efforts by firms to take advantage of new growth opportunities and strengthen their competitive positioning. Cross-border supply chain integration and strategic alliances or international joint ventures have been key entry approaches to overseas markets (Cadden, Marshall, & Cao, 2013). Expansion...

China’s Global Business Cultural Analysis

Abstract Global business cultural analysis of China provides important information that investors and businesses need to understand to undertake successful business ventures. The analysis of communication, religion, ethics, values, attitudes, manners, customers, social structure, organizations, education, Hofstede’s cultural dimensions, SWOT analysis, and foreign direct investment provides a comprehensive business cultural...

Apple Plc.’s Leadership and Management Development

Introduction The concepts of leadership and management are intertwined but independent in terms of application. For an organisation to have effective management strategies, appropriate leadership styles are proactively applied (Arslan & Staub 2013). This report explains and critically analyses the concepts of leadership and management in terms of their application...

National Culture, Performance and Leadership Style

Abstract The relationship between leadership and national culture is an area of interest that has engrossed substantial attention from both the scholars and those in practice. A considerable amount of concern is founded on unambiguous and implied assertions that the correlation amid styles of leadership and national culture significantly affects...

Organizational Culture Effects on Employees and Customers

Marriott hotel promoting intercultural synergy.

Introduction Purpose of the Study In today’s civilisation, organisations have emerged as one of the most important pillars of human development. Indeed, it is difficult to find communities that are immune to the actions of organisations or their proxies. The impact of corporate governance on modern society stems from the...

Learning Function in Organization Design

Introduction The key task of organization design activities is to guarantee that managers apply only the most effective structures to support relationships and interactions between units and departments with the focus on determining employees’ roles and responsibilities. It is important to analyze the experience of one of the leading companies...

Cultural Variation across International Organizations

Introduction The world has been turned into a small global village and firms find themselves in a business environment where they cannot ignore the need to go global. According to Mietusch (2010), many organizations have experienced massive success by exploiting opportunities presented in the new markets. However, one issue that...

Management of Organization Behavior

Introduction Organization behavior plays an essential role in the process of developing policies and strategies. This is because it takes into consideration the human, organizational, and social objectives of a given entity. In this respect, this paper will critically analyze the organization behavior of Envision Production Incorporation, an organization that...

Performance Management: Linking Rewards to Performance

Background Information The world is changing at a fast rate, with the main areas driving the change being the innovation and technology sectors. With these changes, a need arises for employees to alter how they communicate and interact with their customers as well as other employees. The current changes also...

Casual Togs Company’s Management Problem

Abstract Casual Togs weaknesses are found in its organizational structure, its leadership, adopting change, and the use of technology. The firm has a weak organizational culture that supports neither the organization’s goals nor strategy. The firm lacks a formal employee reward system. It’s quality control is questionable because employees doubt...

Positive Organizational Culture and Its Benefits

Positive organizational cultures establishes the foundation for a positive work culture that requires cultural foundations of performance and wellbeing based on the principle of trust, engagement and commitment (Bakker & Schaufeli, 2008). Organization managers effectively display integration of positive organizational culture and their positive behaviors. Organizational managers significantly influence employee’s...

Impact of Organisational Culture on Change Management

Introduction The corporate world has become very competitive as organizations struggle to grow and develop amidst diverse challenges of globalisation. In the context of the competitive corporate world, organisations have come up with different strategies of growing and developing. Being a major strategy of managing organisations, organisational culture plays a...

Organizational Culture Eats Strategy for Breakfast

Introduction “Culture eats strategy for breakfast” was coined by Peter Drucker, who is the architect, and father of modern day management. The phrase is used to show the essential part culture plays within an organization, and it also shows that implementing strategy is important for the success of an organization....

Organizational Behavior Terminology and Concepts

In this paper, the following terminology and concepts are going to be explained; organization culture, organizational behavior, diversity, and communication. The observable aspects of each of the concepts are going to be described. In addition, the culture and behavior of a particular organization (Apple Inc.) are going to be briefly...

Enron Corporation’s Business Culture

Introduction Enron is an American corporation that deals in various commodities such as electricity, natural gas and communication. The company that was established many years ago changed its name in 2004 to Enron Creditors Recovery Corporation after an accounting scandal that happened in 2001. The corporate culture found in Enron...

Corporate Culture Effects on Employee Creativity and Satisfaction

Corporate culture is simply a set of values or customs that are reflected in organization’s HR principles, and which determine how things are done in the company. In other terms, this refers to the behaviors of the people who form an organization as they are stipulated by HR department. Corporate...

Emirates Airline Company Corporate Identity

Abstract Corporate identity is a concept, which reveals how an organisation portrays itself in ways that it can be differentiated from other rivals in the industry. It refers to the mode of communication culture and symbols that are specific to the company. Corporate identity is closely linked to the corporate...

Nice Fit Apparel Company’s Vision Integrity

It is important for an organization to have employees and stakeholders who believe in the integrity of the company’s vision. I would take several steps to make employees believe in the integrity of Nice Fit Apparel’s vision. First, I would develop an organizational culture that is based on values that...

Organizational Culture and Its Strategic Values

Strategic nature of organizational culture Organizational culture in a company is comprised of beliefs and espoused values that drive the employed toward assuming a specific behavior. Organizational culture can be effectively used as a strategic tool to influence higher levels of business performance for a business. Since organizational cultures are...

IKEA Company’s Organizational Culture Development

Company Story The IKEA Company specializes in home and office furniture. It offers customers practical, well-designed furniture solutions for all their needs. At the same time, it extends the services to storage, handling, and moving its products to make it easier for customers to get value for money and convenience...

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COMMENTS

  1. Company Culture Is Everyone's Responsibility

    February 08, 2021 HBR Staff/Galaxy/vitalik19111992/Getty Images Summary. A top down approach to building company culture no longer works for several reasons. For one, Covid-19 has upended how...

  2. 10 Things Your Corporate Culture Needs to Get Right

    In April 2021, nearly 4 million Americans quit their jobs — the highest monthly number ever recorded by the Bureau of Labor Statistics. 1 Employee retention is on the mind of every chief human resources officer, but culture is on the minds of the employees that companies are trying to retain.

  3. Corporate culture: Evidence from the field

    1. Introduction. Corporate culture is claimed to be an important driver of business value. However, there are many unanswered research questions, such as: how do we define and measure corporate culture, is it possible to assign a dollar value to culture, what is the relation between the elements that constitute a firm's culture and performance, do leaders invest enough in culture, and how do ...

  4. Free Corporate Culture Essay Examples & Topics

    292 Best Essay Examples on Corporate Culture The Role of Organizational Culture in Change Management 5 Employees' behaviors shape the culture of the organization and their ability to accommodate changes in the organization.

  5. (PDF) ORGANIZATIONAL CULTURE

    Organizational culture is an intangible yet strong force among a community of people who work together that affects the behaviour of the members of that group. Appropriate behavioural modes become ...

  6. Organizational Culture Essay

    Organizational Culture Essay Cite This Essay Download A Critical Approach towards an Integrative Dynamic Framework for Understanding and Managing Organizational Culture Change The concept of an organizational culture virtually started in the 1970s.

  7. Culture in organization

    Alternatively, organizational culture is also defined as a system of shared meaning in an organization (Dwevedi, 1995, p.9). Organizational culture has some key components including shared values, norms, expectations and assumptions (Fong & Kwok, 2009). Managers have much influence on creation, maintaining and transmission of organizational ...

  8. Organizational Culture

    Organizational Culture: Essay Conclusion From the study it is evident that culture is an important aspect of any organization. Culture has been found to affect the behavioral attitudes of a company's employees and the manner through which these attitudes are manifested.

  9. Essay about corporate culture

    Essay about corporate culture. The culture of an organization is the set of values, beliefs, behaviors, customs, and attitudes that helps its members understand what the organization stands for, how it does things, and what it considers important" (Griffin, 49). In other words, "the way things work around here" (Dr. Williams).

  10. Why Collaboration Is Critical in Uncertain Times

    Summary. Recent research suggests that when resources become limited, many business leaders' inclinations are to become risk-averse and protect their own interests, fostering a culture of ...

  11. Essay on Corporate Culture

    Corporates can change Changing organizational culture can be a process using one or more of the eleven strategies, (1) formal statements, (2) slogans & sayings, (3) stories, legend, & myths, (4) leader reactions crises, (5) role modeling, training, & coaching, (6) physical design, (7) rewards, titles, promotions, & bonuses, (8) organizational go...

  12. What´s Corporate Culture Essay

    Corporate culture is the nature of a company's internal work atmosphere, which is shaped by system of beliefs, shared values, moral standards, and traditions that in turn define behavioral norms, inbuilt attitudes work practices and operating styles.

  13. Corporate Culture: Google Case Analysis

    The focus of this case analysis is to identify the company culture practice of Google Inc. The chosen theoretical framework will be Edgar Schein's Cultural Model which applicable to Google Inc with their corporate mission which emphasizing "to organize the world's information and make it universally accessible and useful".

  14. Essays on Company Culture

    Essays on Company Culture Essay examples Essay topics 18 essay samples found 1 The Importance of Values in The Company 3 pages / 1631 words Values in the company is a set of guiding principles, which can help employees to understand the workplace area and make clear vision about the company's purposes.

  15. Corporate Culture and Leadership Essay Example [Free]

    Corporate culture is a group of the essential presuppositions assumed by corporate members and reflected in the organizational declared values that direct individuals' behavior and operations. They are transmitted to the organization's members via the symbolic means of the company's moral and physical environment.

  16. Aspects of Corporate Culture

    Engineering culture: Control and commitment in a high-tech corporation (Revised ed.). Philadelphia, PA: Temple University Press. This essay, "Aspects of Corporate Culture" is published exclusively on IvyPanda's free essay examples database. You can use it for research and reference purposes to write your own paper.

  17. Organizational Culture Analysis

    What is the organisational culture? In fact, the organizational culture is the basic beliefs of the company that are accepted by clients and shared by employees. There are a large number of the definitions of the organizational culture.

  18. Corporate Culture Essay

    Corporate Culture Essays Samples That Help You Write Better, Faster & with Gusto. When you require a light spank to develop a decent Corporate Culture Essay, nothing does the job better than a top-level example you can use for inspiration or as a standard to follow. And hardly can you find a better place with so many first-class Essay samples ...

  19. Corporate Culture Essay

    Corporate Culture Essay Decent Essays 1176 Words 5 Pages 2 Works Cited Open Document The culture within an organization can make or break how productive and how responsive the business operates.

  20. Essays on Corporate Culture

    1 page / 520 words. The principle of corporate legal personality was used by religious organizations, before it became a key principle of company law, to hold property in their own rights. With time, this principle was approved by the parliament in 1844 when it passed the joint stock companies... Company Corporate Culture.

  21. Corporate Culture Essay Examples for Free

    Corporate culture refers to a range of norms, behaviors, and beliefs accepted within an organization. They are not always defined expressly, yet they can strongly influence the company's atmosphere and results. View more Starbucks and Its Organizational Behavior Concepts Words: 2199 Pages: 9 On-Time Delivery!

  22. Essay Sample on Corporate Culture in Companies

    Corporate culture plays a grand role in both niches. The first includes attracting skilled and competent candidates to your business team. The second niche focuses on convincing new qualified employees to stay in your company as long as possible. Without a doubt, we can't find a person who hasn't had that experience with the job that they hated.

  23. Corporate Culture Essay

    Corporate Culture Essay. Corporate culture is the idea that senior managers within an organisation must strive to develop a sense of belonging and purpose within the organisation. Barnard (1938) contrasted this on Durkheim's anomie.

  24. Essay On Corporate Culture

    Category: Last Updated: Pages: Download Also known as organizational culture comprises the attitudes, experiences, beliefs and values of an organization.