Great Cups Of Coffee Case Study

1152 Words 5 Pages
Management and Culture Rationale of Great Cups of Coffee
Introduction
The culture of an organization is the foundation to its success. According to Noe, Hollenbeck, Gerhart & Wright, culture is defined as a “community’s set of shared assumptions about how the world works and what ideals are worth striving for” (Noe, Hollenbeck, etc., 2011). The culture within corporate organizations is no different. Organizational culture, or corporate culture, is important to HR because it determines many factors within human resources management. Organizational culture is the “amalgamation of values, vision, mission, and the day-to-day aspects of communication, interaction, and operational goals that create the organizational atmosphere that pervades the way people work” (Miller, 2012). Corporate culture is defined as “the collection of beliefs, expectations and values learned and shared by corporation’s members and transmitted from one generation of employees to another” (Hunger & Wheelen, 2011). This culture defines how policies and procedures are established, how supervisors and managers manage their people and how the general atmosphere of the organization is perceived. As with a well-structured organization, if the “culture is compatible with the
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While Great Cups of Coffee’s acquisitions have built a stronger organization and potential long term success, creating a unified corporate culture is an important factor in the overall success of the company. The current problems that Great Cups of Coffee are facing can be contributed to lack of planning when they acquired two new companies. By implementing a plan to change their corporate culture, they will be able to build a a strategic plan, focus on the development of their employees, and create a unified brand identity. Through this, GC3 will create a more productive company that aims to achieve successful

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