Introduction
Since CGI Group’s foundation, it has grown to be Canada’s largest IT services provider. CGI has a massive global presence with 65,000 employees in 40 countries (CGI, 2015). In French, the acronym CGI stands for ‘Conseillers en Gestion et Informatique’, which roughly translates to Consultants in Management and IT. Clients and partners of CGI Group occupy both the public and the private sector, and span a vast array of industries such as communication, financial services, government, oil and gas, health care, operations, and more (Reuters, 2016). Here in Sweden, CGI group is the IT services market leader (Fors, 2015).
Services that were initially offered by CGI group included information systems and management consultant services,
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However, their increasing global presence is not always from an internal force, but sometimes from external forces, such as their multinational customer base (Marcoux, 2015). And this growth is at an alarming rate, as CGI tries to double the size of the company every three to five years through systematic acquisition (Vigeant, 2015). An example of this would be CGI’s acquisition of Logica in 2012, which increased CGI’s presence in the European market (Marcoux, 2015). It is clear that CGI is a force to be reckoned with in the global IT industry, and a prime example of a firm that has adapted its strategy to accommodate the countries that it operates in and their cultural …show more content…
This means, for instance, to understand the culture that defines and describes CGI Group is to understand their deeply embedded values and principles that orient the company’s behavior and interactions both within and outside of its domain. Practices are what constitute daily rituals; and the rituals make up the mental programming that summarizes an organization’s overall culture that tends to assume a static status over time (Hofstede, 1980). This, in retrospect, means that the CGI Group culture created in its formative years has and will remain the same as long it can. This is possibly not the case, especially not in light of their global outreach and consistent interactions with other cultures that may be quite the opposite of their
Cisco Designs, manufactures, and sells Internet Protocol (IP) - based networking and other products related to the communications and information technology (IT) industry and provide services associated with these products and their use. The company provides products for transporting data, voice within buildings, across campuses and globally. The products are utilized at enterprise businesses, public institutions, telecommunications companies and other service providers, commercial businesses, and personal residences. Cisco conducts its business globally and manages its business geographically. Its business is divided into the following three geographic segments: The Americans; Europe, M...
The company has self organizing team and use groupware, emails and blogs to communicate with the customers.
Cisco Systems is one of the largest network communications company in the world. Cisco provides networking solutions that customers use to build a integrated information infrastructure of their own, or to connect to someone else’s network. Cisco also offers an extensive range of hardware products used to form information networks, or to give them access to these networks. Cisco also has it’s own software called IOS software, which provides network services and enables networked applications. Cisco serves customers in a wide range of businesses, such as corporations, government agencies, utilities, and educational institutes, and small to medium size businesses. Cisco sells it’s products worldwide. They serve as many as 115 different countries. They have more than 225 sales and support offices in 75 countries. Cisco strongly believes in the advantages of a global networked business. By using networked applications over the internet and it’s own internal network, Cisco is gaining financial contribution of at least $825 million a year in operating costs savings and revenue enhancements. Today, Cisco is the largest commerce site, with 87% of their orders are transacted over the web.
University of Idaho. (2014). Information Technology Services: Appendix 1: ITS Analysis of Strengths, Weaknesses, Opportunities and Threats. Retrieved from http://www.uidaho.edu/its/strategic-plan/appendix-i.
Another idea created by Johnson and Scholes (1997) is the cultural web. This aims to show how culture influences on behaviour occur and how this impacts on the organisation. The cultural web focuses on artefacts, which are defined by Dwyer (2001) as the “most visible and most superficial manifestations of an organisational culture” These include routines and rituals, stories, symbols, power structures, organisational structures and control symbols. Firstly, routine and rituals comprise the repeated patterns of behaviour from the workers. Routine is how employees behave towards those in and out of the organisation and supports Deal and Kennedy’s (1982) saying of “the way we do things around here”. Rituals, on the other hand, are more so social events which management arrange e.g. work meetings, Christmas parties. Another artefact is stories. Often colleagues will tell each other stories about the organisation which show and emphasise important qualities of staff. This will influence their behaviour and motivate. Symbols are often used in firms which Dwyer (2001) explains as “words, objects, conditions, acts or characteristics of persons that signify something different or wider from themselves, and which have meaning to an individual group” This even include the layout of the business and furnishings. Organisation structure is included in the cultural web. This is important as it is how the business delegates work and responsibility. It reflects the “centralisation, formalisation, complexity, configuration and flexibility in the firm” (Olsen et al, 1998, p, 211). Lastly, is control systems. This helps to control what is happening in the firm. Together, these make up the outer layer of a business’s ‘cultural web’.
larger culture. Members of a coculture may adhere to values specific to their group, such as
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.
A Companies culture can be explained as the behaviour, values, standards, ideas, meanings, attitudes and beliefs that characterize the tone that is set for the company (Gander, 2011). The culture of a company plays an imperative role on what the company expect of their employees and the tone that is set for them (Ahmad,
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 Business originate when Intel’s vice president and worldwide planning and logistics Harold Hughes noticed that there is major shift in Intel’s customer base and the increasing number of Intel customers were small “mom and pop” shops that are scattered all across areas such as southeast Asia. To meet the communication and information needs of working with a growing number of small customers, Intel and the SAP team turned to internet. The initial idea was focused on web enabling SAP/R3, the core of SAP’s ERP system and intel used the new system through to communicate and transact with its smaller customers.
Out of the eight country, Singapore, Hong Kong, Taiwan and South Korea were known as “Asia’s Four Little Dragon” along with Japan has modern it industry in rapid growth after World War II, (Ezra F, 1991).
Cultural approach to organization focuses on three types of stories: Corporate, personal and collegial. Corporate stories are ones that focus in management and reinforcing company policy. While personal stories are those of the employees and are usually how they want to be viewed within the company. Last are collegial stories, these stories are positive and negative ones that are told about others within the environment. The next hunch of the theory are rituals. The idea of rituals is agreed upon by both Geertz and Pacanowsky, they are text that reveal multiple aspects of cultural life. Geertz goes on to discuss Balinese, and how they are connected to cockfighting. He interpreted them as: “It is a Balinese reading of Balinese experience, a story they tell themselves about themselves”. The hunches or ideas of cultural approach to organization are, what is and what isn’t culture, thick descriptions, metaphors, symbolic stories and rituals. These are all the aspects of the theory, but can there be change within it and is this theory actually
Corporate culture is the shared values and meanings that members hold in common and that are practiced by an organization’s leaders. Corporate culture is a powerful force that affects individuals in very real ways. In this paper I will explain the concept of corporate culture, apply the concept towards my employer, and analyze the validity of this concept. Research As Sackmann's Iceberg model demonstrates, culture is a series of visible and invisible characteristics that influence the behavior of members of organizations. Organizational and corporate cultures are formal and informal. They can be studied by observation, by listening and interacting with people in the culture, by reading what the company says about its own culture, by understanding career path progressions, and by observing stories about the company. As R. Solomon stated, “Corporate culture is related to ethics through the values and leadership styles that the leaders practice; the company model, the rituals and symbols that organizations value, and the way organizational executives and members communicate among themselves and with stakeholders. As a culture, the corporation defines not only jobs and roles; it also sets goals and establishes what counts as success” (Solomon, 1997, p.138). Corporate values are used to define corporate culture and drive operations found in “strong” corporate cultures. Boeing, Johnson & Johnson, and Bonar Group, the engineering firm I work for, all exemplify “strong” cultures. They all have a shared philosophy, they value the importance of people, they all have heroes that symbolize the success of the company, and they celebrate rituals, which provide opportunities for caring and sharing, for developing a spiri...
Palvia P., Palvia S. & E. Roche (1996) Global Information Technology and Systems Management. Ivy League Publishing
Because the concepts of culture can be so challenging to grasp fully or to measure, many theorists have differing opinions as to exactly how culture is formed within organisations. Edgar Schein, Christian Scholz and Meryl Louis have their own explanation of culture and its formation as follows: