Corporate Culture Analysis

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It does not mater if you work at a restaurant, a department store, or a beauty salon the work environment is sure to be different, but the one thing that they all have in common is something that can not be touched or seen, the values and principals that make up their corporate culture.
Corporate culture goes beyond the formal structure of any company, which establishes the hierarchy levels, however they both work together setting the game rules for all employees. As mentioned before, every company has its own values that they follow; allowing each one of them to build their own personality which could only mean that every company has its own unique corporate culture, but it is not to say that there can’t be similarities among companies that share the same believes or have the same orientation.
The most common elements in all corporate cultures are vision, values, practices, people, narrative and place, there are other elements to corporate culture that could be more specific depending on the type of enterprise, but the six mentioned above are known to set the base of the culture that fills the air of the company and affects the employees as well as their performance. It is imperative to identify and clearly define each one of those elements in order to understand the culture in an organization.

All greatly successful companies have a set vision and mission that guide them in order to achieve their objectives, but they also serve as the principal by which all employees act. It can go from a very simple statement to the most elaborated thoughtful message, but the point is that it has to deliver orientation to all that look up to it, from the people that work for the company to its costumers to other stakeholders. The impact of t...

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...nd education about the culture are important in order for it to be noticeable and respected by all members. If the corporate culture finds resistance, then the company should let go of those who don’t share the core values. To encourage practice among all members the company should apply a reward strategy that celebrates success, which could be measure by setting expectations with anticipation.

Culture change can be managed as a continuous process rather than through big shifts. (Watkins 2013)

Building the right corporate culture does not happen overnight, it is something that takes: leadership, time and effort, but that will eventually pay off resulting in happy employees that increase stability and job performance, credibility and approval from society, as well as better profitability margins that are what shareholders eventually expect from their investment.

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