Compare The Corporate Cultures Of Organizations Commerce Essay

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Corporate culture of an organisation is the general culture of an organisation and the system in which an organisation operates and holds the activities. It refers to the set of values, customs, norms and beliefs of an organisation. I have prior experience in the sector of modern technologies company and in the banking sector. I have worked as a "Reception Management supervisor" in the modern technological company for two months, and then, joined Riyadh Bank. I was associated with Riyadh Bank for almost six months. The corporate culture in the modern technologies company was more rigid as compared to the bank where I have worked, which I have found more employee friendly and smooth functioning. My association in the bank called "Riyadh Bank "was more due to the corporate culture followed in the organisation was very effective and supportive.. The following are points of comparison between the organisations I have worked in and the reasons for Riyadh Bank more effective are as follows-

In the modern technological company the corporate culture was more success and target oriented due to the competition in the market where they never provided any scope for self improvement. Employees were given multiple tasks which used to overlap the job responsibilities of each other. The corporate culture in Riyadh Bank was more flexible and supportive to the employees of the organisation. The issues of the employees were given importance and the better feedback process maintained.

There were unreasonable schedules and deadlines in the modern technologies company. The competition drives the organisation to such an extent that it is highly dedicated towards meeting the needs and to perform better in the business. However, it failed to acknowledge the importance of motivation and employee relations which will result into better contribution by the employees and higher results. Whereas Riyadh Bank has always maintained a work culture which is based on team work and communication between employer and the employee. This will help the managers to set the targets and standards on the feedback and studies made on the work and employee performance.

Inveterate interruptions and the division of attention were observed in the technological companies. Some employees were given more importance and other are neglected , this created a division of attention among the employee which led to a feeling that their performance will not be appreciated and resulted into low performance and contribution from the employees. In Riyadh Bank, there was equality and clear work force in the organisation and, all the employees are treated and respected equally which created a foundation for team players and team performance with an environment of trust that persisted in the organisation.

There was poor communication due to flat organisation structure and poor verbal communication in the technological companies which led the subordinates to be clueless of the top management and organisational goals , and do not feel their contribution is important to the organisation. However, Better communication process is maintained due to the proper organisational structure in Riyadh Bank leading to fast decision making and encouraging creative thinking among the subordinates.

In the technological company there was poor knowledge management and initiation of ideas among the subordinates and "know all of it" attitude was observed in the organisation. Though, there were cultural and fun activities for the employees of the organisation but the cross pollination of ideas was used. Whereas, in Riyadh Bank there was a scope for knowledge strategies management for the employees which stimulates to work harder and up rise of better idea from the employees. They feel to be connected to the work mentally due to creativity initiation in the organisation.

Kylie Hurvitz , Organizational Development and training strategies for managing planned changed , White paper (2009), Retrieved from: business source complete database

2. Think about a time when you experienced change in the workplace. What strategies were used to foster acceptance for an Organizational Development program? Which do you think were successful or unsuccessful, and why? How might you improve on the way change was executed?

Answer: - The organisational development is the process of improvement in the organisation. The changing needs and nature of the business environment of an organisation dramatically, requires the performance and employees to be directed towards high end need so that they will be able to deliver higher performance to meet the changing demands of the organisation. The process of organisational development is an action in the determination of appropriate change needed in beliefs, attitude, values and organisational structures so that the organisation can adapt to the change faced by it. Due to competition and changing needs, managing change had become an increasingly important obligation to the company and implementation planned change was crucial for the success of the organisation. The strategies which are followed by the organisation I have worked with are as follows:_

Interpersonal communication skills - The interpersonal communication skills among the employers and the employees is initiated to increase the skills in exchanging the information in the organisation with effective feedback set up.

Time management -The time management was initiated for higher level of productivity and performance in the time allotted

Workforce Diversity-To facilitate group understanding and team work for the achievement of organisational goal where the differences of people will provide a competitive advantage, work satisfaction and higher productivity.

Group assistance - This strategy helped the interaction among the employees of the organisation more effective and apply to group guidelines which will foster participation, open communication and accomplishments.

Sadri, G., Lees, B. (2001), " Developing corporate culture as a competitive advantage". Retrieved from: Journal of Management Development, Vol. 20 No.10, pp.853.

Research for Action- The research to initiate the action had been implemented to check and acknowledge the market and manage to the change by forecasting and anticipating.

Leadership development- Leadership is an effective management tool to stimulate direction and implementation of work. Training to effective areas which will change managers to leaders was initiated for effective visioning, problem solving and change in management.

Management development - Training in various areas of management like performance management, problem solving and communication was undertaken to enrich the quality of the performance to the organisational development.

Guiding principles - The new guiding principles was introduced to tackle the change with positive attitude and lead to higher contribution by the employees by understanding the value of their performance towards the organisational goal.

The above mentioned strategies followed by the company towards the organisational developments were successful turnouts. The organisation due to its planned strategies with changing needs and demands met up to the goals it targeted for. For the successful implementation of strategies in an organisation, proper research of the turnabout and changes that has to be introduced to the organisation.

After the change was executed in the organisation I have been to able developed my management skills and enhanced my knowledge of managing time, effective leadership and interpersonal skills. The strategies undertaken by the organisation helped me to understand and accept the change with a positive attitude. I have developed as a person and have been able to deliver better and improved results in work to the organisation.

Susan M Heathfield, www. humanresources.com ,How to build a successful team work, Retrieved from Business source complete database

3. Remember a time when you participated in a team-based project, focusing on the team process. What strengths did the team have and how did they contribute to the team objectives? What weaknesses were encountered? How did they detract from reaching the objectives? How might you have improved the weaknesses?

Answer: A team work project is a group action where members are assigned for a common task and interdependently work to achieve a common goal. The following were the

Strengths and contribution of the team I was allotted by the organisation for a team based

Project:-

Inspiring vision - The vision of team members was inspiring and very much goal oriented which helped to achieve the goal of the project in spite of some drawbacks.

Commitment -The members of the team are highly committed towards the achievement of the objective of the project. All are into their best efforts to make it a successful turn out which made it possible to overcome shortcomings to some extent.

Real listening- Real listening is an effective tool for communication and the team members knew the importance of it which means focusing attention to the communicator rather the creating own plans.

Express feeling - There was safe and courageous platform for the expression of feeling among the team members which contributed to a great extend to achieve the project adjectives.

Well defined purpose- The purpose of the project was very well defined and all are directed towards the achievement which always focused the team to a common goal.

Team unity- The team possessed unity and responsibility to accept the credit and mistake as a group not individually which provide rare scope for conflict among the members.

Appreciation- The team members always appreciated for the better work among the team members which encouraged performing better and contributing the best. All are appreciated for the performances made.

Effective communication - There was effective communication among the members which had encouraged new ideas and ways by the members resulting to better team performance.

The following were the weakness found in the team which poised as difficulties in meeting the objectives -

The role of each members of the team was not mentioned and allotted effective which led to overlapping of activities and poised a thread in meeting the goal in the allotted time.

The team was over managed and was not allowed as a team which resulted into late observations of pitfalls and late improvements.

The team took long time in decision making due to overlapping jobs and undefined responsibly of the members.

To improve on the weakness I would have initiated the job responsibilities and work to done by each member clearly which will not provide any scope for overlapping of work and duplication of activities. I will also encourage flexible team welcoming new ideas and any feedback when observed by the members. The undefined team work had created difficulties in meeting the objective of the project and delayed in the attainment of the goal.

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