1. Discuss an organizational culture that is admired and describe the following:
? What about the organization's culture is appealing?
? What values does the organization share with people in general
? Which of the seven primary characteristics of organizational culture does the organization embody?
? Does the organization identified have a strong or weak culture? Explain.
? Is this culture ethical, customer-responsive, or spiritual?
2. Create a description on the organizations customers on what they want and need from the organization.
The description of the organization's customer base, and describe its customers' needs and values.
Imagine you have been hired as the Client Services Director for the company discussed above, have been charged with compiling a new set of customer service standards. (If you have already defined the organization as being customer-responsive, imagine you are devising the standards which were originally used to create that excellent customer-responsive culture)., carefully structure a set of customer service standards for the company which encourage employees to provide the best customer service possible.© BrainMass Inc. brainmass.com October 9, 2019, 7:50 pm ad1c9bdddf
Organizational culture can loosely be defined as the shared assumptions, beliefs, and "normal behaviors" (norms) of a group. These are powerful influences on the way people live and act, and they define what is "normal" and how to sanction those who are not "normal." To a large degree, what we do is determined by our culture. Culture is very powerful. (One example is the cultural change effort at British Airways, which transformed an unprofitable airline with a poor reputation into a paragon of politeness and profit).
Organizational culture places certain restrictions and boundaries around behavior. We notice these restrictions more easily when, for example, we move to a new organization and have to change our ways of working and relating. Culture can also be witnessed when we encounter those people who are rebels. Their counter-behaviors tell us a great deal about approved behavior, which in turn teaches us the implicit norms of the culture. There is considerable overlap between culture and structure of the organization and they influence each other. But as personalities differ, so do organizations that share similar organizational structure
Organizational culture can be expressed in:
 Distribution and practice of the authority
 How people are and feel rewarded, organized and controlled
 The values and work orientation of staff
 The value placed on planning, analysis, logic, fairness etc
 How much initiative, risk-taking, scope for individuality and expression is given the employee
 The rules and expectations about such things as informality in interpersonal relations, dress, personal eccentricity
 Informal culture
Case of Nestle
Nestle is leading food company in terms of sales, Nestlé is the world leader in coffee (Nescafé). It is also one of the world's largest bottled water (Perrier) and baby-food makers. Its 2001 purchase of Ralston Purina made it a top player in the pet food business. In addition to food products, Nestlé owns about 75% of Alcon Inc. (ophthalmic drugs, contact-lens solutions, and equipment for ocular surgery) and almost 27% of cosmetic giant L'Oréal. (Wikipedia)
Nestle's philosophy has been of multinational strategy where it customize its products according to the needs of the nation. It believes in innovation and adapting local culture without compromising the core principals of Nestle. Moreover it also believes in diversity. Some of their initiatives are:
a) Training of high potential managers
It gives rigorous training to its high potential managers around the globe. They work together at the corporate center on various projects. This is a good exercise to build future leadership and understanding the cross cultural issues.
Thus this help Nestle to enhance performance and enrich the contributions of the workforce. Training is also directed towards developing people for higher levels of ...
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