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Corporate Culture - Essay Example

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Corporate culture is defined as the values, beliefs, attitudes and behaviours of employees in a business. Each organization usually has unique standards, and policies that define it and that distinguish it from other organizations…
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Corporate Culture
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Download file to see previous pages Corporate culture also assesses on how to study the employee relations within the organization. This involves studying their attitudes, their interpersonal relationships, job satisfaction, and their overall commitment (Anthony, 1994, 23). Therefore, corporate culture mainly asserts the behaviour of employees and their commitment to the success of the organization. According to Willmott, the major concern of corporate culture should be winning the hearts and minds of the employees. This involves defining what they feel, what they think and how they end up acting in the organization. Willmott also asserts that the management should not only concentrate on the behaviour of the employees. Instead, it should also focus on changing their thoughts and feelings towards the organization (Willmott, 1993, 517). This can be argued form the point of view that; people are able to fake their behaviour, but they cannot fake their thoughts or their feelings. An organization should be concerned about the feelings of the employees because; employees are a major valuable asset to the organization. It is the employees who define the direction of the employees and thus, their actions are extremely crucial to the organization as a whole. Changing the thinking of the employees implies that they will have the organization at the back of their minds whenever they do anything. On the other hand, conforming of employees’ feelings implies that; the employees will always have the organization at their best interests (Clegg, Kornberger, Pitsis, 2008, 13). This is a case whereby; the employees cannot do or behave in a way that can cause harm to the organization. This also involves protecting the image of the organization as if it were their own. This implies that; once the organization has changed the minds and hearts of the employees, the employees will have all their eyes and ears open on behalf of the whole organization. Therefore, at no one point will the employees act without having positive interests on the organization. However, the management is advised to implement change in the minds and hearts of the employees in such a way that the employees will also benefit from the change (Keller, 2008, 1). Willmott asserts that corporate culture requires employees to devote themselves to the organization and to its values and beliefs. Therefore, by encouraging employees to be devoted to the organization, the employees are consequently required to recognize and be concerned about the security of their employment in relation to their contribution to the organization. Corporate culture seeks to immerse the employees to the organization and thus, requires their full commitment to the operation of the organization (Willmott, 1993, 522). Willmott also provides that organizations will benefit more when they focus on changing the minds and the hearts of their employees. This implies that the management should focus on influencing the way employees think and feel about the organization. Different organizations apply different strategies of changing the thoughts and acts of the employees. However, still they all manage to achieve the goal of changing the minds and hearts of their employees. One key strategy that can help the management of an organization to change the thinking of employees is setting of the right example (Aiken, Galper, Keller, 2011, 51). This is usually the first step of achieving a different behaviour with employees. This is because; the employees will not change unless they first observe it from the leaders themselves. Therefore, the management should first lead by example. This way, it will be able to encourage employees to change too. ...Download file to see next pagesRead More
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