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Culture and Organization

   

Added on  2019-12-03

18 Pages5763 Words202 Views
CULTURE ANDORGANZIATION
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1BRIEF BACKGROUND OF COMPANY AND ITS ENVIRONMENT.......................................1FOCUS OF REPORT......................................................................................................................2Practice...................................................................................................................................2Issue........................................................................................................................................2CHOOSING A PARTICULAR THEORETICAL FRAMEWORK...............................................3Trompenaars and Hampden-Turner's Seven Dimensions of Culture.....................................3Hofstede's culture theory........................................................................................................4ORGANIZATIONAL CULTURE PRACTICES IN IKEA............................................................6ANALYSIS OF THE PRACTICE AND CONCEPTS.................................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12APPENDIX....................................................................................................................................14Appendix 1 About Ikea........................................................................................................14Appendix 2: Issues in Ikea...................................................................................................15Appendix 3: Practices followed in Ikea................................................................................15Appendix 4: Organizational cultural practices in Ikea.........................................................16
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INTRODUCTIONOrganization culture is considered as a system of shared assumptions, different valuesand beliefs which generally governs how employees behave in the organization. Further, everybusiness organization has its own culture which provides guidelines for the members in thecompany. Culture of organization includes vision, mission, language assumptions, habits, etc.Organization culture is also considered as a set of shared assumptions that generally directsregarding the happening in companies by defining suitable behaviour for various situations(Dirani, 2013). This present report is based on a theoretical framework in organizational culturewhich organization is facing. In this context, the organization undertaken for the present study isIkea which is a multinational group of company that designs and sell readily assembled furniturelike beds, chairs, desks, etc. Further, mentioned company also deals in appliances, homeaccessories and motor vehicles. Moreover, the purpose of this report is to focus on issues whichorganization is facing and in order to solve that issue practice has been implemented so thatcompany can achieve its goals and objectives in significant manner. Here, the present report willanalyse the different HR practices which is being used by the corporation in order to resolve theissues which are occurring within the enterprises. In this context, it is assessed that conflictsbetween employees due to poor communication is being regarded as the major issue which isbeing faced by the firm. In addition to this, the report will also provide detailed descriptionregarding the theoretical framework such as Trompenaars and Hampden-Turner's SevenDimensions of Culture and Hosfede cross culture theory which is being used by the Ikea in orderto resolve its issue in an effectual manner. BRIEF BACKGROUND OF COMPANY AND ITS ENVIRONMENTIkea is the world's biggest furniture based company and it is the largest retailer of thesame. Mentioned company is generally known for its architectural designs for various types ofappliances and furniture. Moreover, the interior design of the company is associated with eco-friendly quality. The organization is so big that around 10% population today in Europe usesIkea bed. Further, the cited company is known for its cost control, different operational detailsand nonstop product development (Alvesson, 2012). Further, aforesaid company is focusing onproducing best of products for the consumers at an affordable price. However, at the time of3
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global expansion, Ikea has reduced their furniture prices by 2 to 3 percent in order to getattention of their customers. FOCUS OF REPORTPracticeIkea as stated focusing on vision to create an everyday life better for many individuals.Further, the above mentioned people includes organization customers both loyal and the new onewhom cited company is attracting and also corporate potentially multi talented employees.Further, it also includes the community in which organization is giving their productive anduseful service (Rana and Goel, 2014). Further, it is a universal philosophy that if organizationwill take care of their employees then employees will also give best of their performance in orderto achieve the individuals as well as organizational goals. Mentioned company having effectiveHR practice which boosts employees morale and they work with more of their dedicationaffection. Further, Ikea also implemented paternalistic practice towards their employees in orderto satisfy their needs and demands. Further, cited organization focuses on employeeempowerment where all the plans and policies are implemented uniformly to all the employees.Further, Ikea's policies are considered as one of the best in the world as mentioned companyinvests much of their revenue in employees training and development program. Organizationgenerally supports the life balance and diversity for employees as with the help of it, employeesare easily able to manage their personal and professional life (Joo, 2012). Further, companygives flexible working hours and holidays to employees so that they really get motivated andgive best of the performance in the organization success. IssueWith so much of well diverse infrastructure and goodwill of the company, citedorganization facing employee’s conflict in some of their operational units. Organization has totake some relative steps in order to control such issues as this can harm the mentioned companybrand image. Further, these conflicts are the common occurrence which comes into play due todifference in employees personality and their values (Bruno and et.al., 2013). From a research ithas been concluded that HR managers in the organization spends almost 25% of their time insolving employee’s conflicts. Employees in Ikea have strong belief as they do not likely to4
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