Introduction
In an organization, remembers have a way of shocking people by their similar way of acting and thinking, that is at the same different from other members of organizations in the same market. It is each company has a unique personality that remains constant throughout the years. Even as older members retire or seek opportunities elsewhere, the new members still act and think in the same manner as the older generation. It is this trait of a company that is referred to as “culture”. Culture is this context is rather indefinite; that is throughout the years the corporate culture has had divergent definitions.
History of corporate culture
While organization culture or corporate culture arose in the 1960s in businesses and institutional …show more content…
Corporate culture makes CEOs think of toys dispersed throughout the office and employees moving up and down the corridors on skateboards while pierced and tattooed tech young man sits at his desk listening to Hip Hop while he works (Trinet, n.d.). But in reality, corporate culture is a business concern that greatly impacts a venture’s capacity of generating a good return on investment and should be treated as a priority as well as measured just like any other objective of a company like financial growth for …show more content…
Companies should define corporate culture because it matters the most; it exercises the same powerful influence on personal character. Leaders developed at companies with solid corporate cultures have certain characteristics that distinguish them from the rest. Whether an organizational culture is strong or weak, it influences the leadership styles of employees more than any other facet of their jobs.
This unanticipated power of corporate culture on leadership styles have proven to be both a blessing and curse for many companies as they too deal with human resource and strategic issues. It is important to know exactly what you want your corporate culture to be based on because it will make it easier to analyze the different leadership styles of employees as well as evaluate how tolerant the company is towards conflicting styles when engaged vital hires or mergers and acquisitions (Kell, & Carrott, 2005). Knowing whether or not the company has a strong corporate culture will make prevent the company from making unwise decisions such as bringing two different groups of employees with different leadership styles or cultural tolerances in mergers and
In an organization, remembers have a way of shocking people by their similar way of acting and thinking, that is at the same different from other members of organizations in the same market. It is each company has a unique personality that remains constant throughout the years. Even as older members retire or seek opportunities elsewhere, the new members still act and think in the same manner as the older generation. It is this trait of a company that is referred to as “culture”. Culture is this context is rather indefinite; that is throughout the years the corporate culture has had divergent definitions.
History of corporate culture
While organization culture or corporate culture arose in the 1960s in businesses and institutional …show more content…
Corporate culture makes CEOs think of toys dispersed throughout the office and employees moving up and down the corridors on skateboards while pierced and tattooed tech young man sits at his desk listening to Hip Hop while he works (Trinet, n.d.). But in reality, corporate culture is a business concern that greatly impacts a venture’s capacity of generating a good return on investment and should be treated as a priority as well as measured just like any other objective of a company like financial growth for …show more content…
Companies should define corporate culture because it matters the most; it exercises the same powerful influence on personal character. Leaders developed at companies with solid corporate cultures have certain characteristics that distinguish them from the rest. Whether an organizational culture is strong or weak, it influences the leadership styles of employees more than any other facet of their jobs.
This unanticipated power of corporate culture on leadership styles have proven to be both a blessing and curse for many companies as they too deal with human resource and strategic issues. It is important to know exactly what you want your corporate culture to be based on because it will make it easier to analyze the different leadership styles of employees as well as evaluate how tolerant the company is towards conflicting styles when engaged vital hires or mergers and acquisitions (Kell, & Carrott, 2005). Knowing whether or not the company has a strong corporate culture will make prevent the company from making unwise decisions such as bringing two different groups of employees with different leadership styles or cultural tolerances in mergers and