Strengths (look internally at the organization):
The organizational culture of my current employ would be a family culture. It is a family owned and operated store that has been in business 82 years, started by the Grandfather (who has now passed, but is still influential) now run by the son and training their sons. This family culture is one where we strive to grow successful by staying small. It is a culture where we take care of our customers like they were part of our family and we (in idea) take care of our employees.
This smaller structure enables a few sales employees to make a good living, rather than alot of employees fight to make a little. This also makes customer interaction less offensive. Because there are only a few (eight) of us in sales, customers don't get "hounded" and pushed.
Leadership speaks of "family" at every interview and company gathering. The stores heritage is raised very highly. The stories of it's beginning are that of folklore and legend that tell of a family culture.
Weaknesses (look internally at the organization):
While there are positive aspects of a family culture, there are also negative aspects. Although family is the rhetoric, it sometimes isn't lived out. There is often a feeling that salespeople are a dime a dozen - easily replaceable if there is something we don't like or don't agree with.
Along with the family atmosphere is a real family. The foundation of the company is based on real family members, and those family members look out for each other. Even the family members who are, as I tend to think of them "a waste of space". There is no tolerance for our mistakes while we are the ones who make money for the store, while those who only leach from the coffers a...
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...aid two days ago from the sales manager).
Recommendations
It would be my recommendation to continue with the family culture while being less family focused. If only for the purpose of increasing moral, it is important to hold each employee to the same standards - even if they are real family members. "What is good for the goose is good for the gander".
To make the experience better for employees and for customers, the point of sale system should be upgraded so that things go more smoothly being able to check inventory and more simply enter the sale without having to leave the desk several times or have to awkwardly wait for the computer to think.
Also, as mentioned above, I would also recommend forming an alliance with other local family businesses to team up and attempt to convince the public to shop with them instead of chains - shop locally.
Organizational culture is the intangible quality keeping the workforce, leadership, customers and stakeholders bounded together. It is the system with which an organization functions and produces. “Organizational culture refers to a system of shared assumptions, values, and beliefs that show people what is appropriate and inappropriate behavior” (Flat World Knowledge, n.d.).
Assessing the View that Family Diversity is Leading to a Weakening of Traditional Family Values
There is no question that chain stores have a detrimental effect on the measurable character and community of small towns. Not only are residents effected economically and collectively, but the character of the area is also threatened or compromised. In conclusion, we should all take a step back and see how we can give back to our community by leveling the playing field for local businesses. The first step in doing so is to realize the negative influences chain stores impose on small towns.
Ron Johnson spent a great deal of time and money to promote his ideas of “stores-within-stores” by turning floor space into an area to house several branded boutiques. He did this in order to attract a target market of a wider demographic which includes age, gender, and generation. One of the m...
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
Culture is “a system of shared beliefs and values that develops within an organisation and guides the behaviour of its members” (Schermerhorn et al. 2011). It plays an important role in any organisation. For instance, in Woolworths we can se...
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
When one thinks of what families do for each other, they will most likely think of care. More specifically they think of the care that a parent has for their child. Parents have to meet certain “needs” for the child in order for the its healthy survival. Children must be fed and clothed. Parents must also watch over the safety of and be the friends of the children. Cheering on in good times and making their child the best it can be are also responsibilities of parents. The family metaphor is used when describing the Human Relations method of management. In this the management of a company is seen as the parents and the employees are seen as the children. Employees, as seen as the children also have certain needs as well. These needs are very similar.
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
...ir cultures to family friendly ones by providing their employees with flexibility. However, these companies driven to adopt the family friendly culture just because it makes a great business sense and leads to increase in productivity. Organizations need to start to recognize the value in supporting their employees and helping them to balance work and family life. Thru doing so, these companies will be able to attain the competitive edge just like some very successful organizations that are well known for such practices.
There are a lot of different cultures in the world we live in today. Finding the place you belong and discovering your own culture can be a challenge. This is especially true when you look at culture as an individual versus culture in your family, or even within your community. I’ve always been very family oriented, so that plays a big part in who I am and how my family’s dynamic works. I believe that my family has had a huge impact on the development of my culture, and I hope that I have had the same impact on theirs.
Ward, J. L. (2004). Perpetuating the family business: 50 lessons learned from long-lasting, successful families in business. Palgrave Macmillan.
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Families provide people with an atmosphere in which to live, grow, and develop. A family culture is established by the parents and instilled in the children during their upbringing. A healthy family is a family which follows a set of strong morals, stays loyal to one another, cooperates, and works together to avoid conflict. An environment where there is openness amongst family members is ideal because minds that are open are more susceptible to avoiding conflict than minds that are closed. If conflict gets the best of a family, it has the potential to increase hostility and create remoteness between family members, however, if a family resolves conflict, it can strengthen and enforce the family relationships.