Corporate or Organisational Culture General Framework

Corporate or Organisational
Culture General Framework

Executive Summary
Organisational culture always highly influences to employees and people within an organisation
in both ways positively and negatively. Basically, a positive organisational culture positively
affect to employees and negative culture affects negatively. This report has included different
cultural dimension which can support in deeply understanding the organisational culture.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Outcome-oriented organisational culture....................................................................................4
Team-oriented organisational culture..........................................................................................6
Innovative organisational culture................................................................................................8
People-oriented organisational culture........................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Corporate or organisational culture mainly represents work environment of an
organisational. Currently top-level management within each company focuses on making its
organisational culture too effective, because an effective organisational culture always positively
affects to exiting employees. That’s why it is very necessary task for the management to
amination an effective work culture in its workplace. In this dynamic and modern world, every
business wants to work with a productive and efficient workforce, in which positive work culture
is one of the major ways for a business to covert ordinary workforce into productive and efficient
workforce. On the other side, management of a company always need to remove those all
elements from its workplace which can affect its work culture in negative manner (Haga and
Ravn, 2019). By taking this step, a company can always provide an ethical and positive
workplace to its employees. This report mainly discusses corporate or organisational culture of
Aldi. This company is a popular multinational retailer which currently has customer base within
the Australia as well. There are four cultural dimensions also has been discussed in this report.
MAIN BODY
Outcome-oriented organisational culture
Outcome-oriented organisational culture is the of one of the major dimensions of
organisational culture. This cultural dimension mainly focuses actions, results and achievement
as important values. According to outcome-oriented cultural dimension, top-level management
of a company is always responsible to put its huge efforts in daily organisational activities and
operations, because this is the only way to a company for achieving positive outcomes in the
market. In this situation, existing management of Aldi is also responsible to systematically cover
it’s all business operations for achieving effective outcomes in the Australia’s retail industry.
After getting positive outcomes, there are top-level management of a company is responsible to
celebrate it to highly motivate employing for the future tasks (Intezari and McKenna, 2018). A
company always achieve positive outcomes it is not possible, because some times a company
faces negative outcomes as well. In this situation, existing management of that company no need
to be upset for negative results, because it required analyse and identify those factors which are