Law of Business Organisation - PDF

Law of Business
Organisation
Running Head: LAW OF BUSINESS ORGANISATION 0
Student’s Name
Corporate Culture

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Contents
Introduction......................................................................................................................................2
What is Corporate Culture?.............................................................................................................2
Nature of Corporate Culture............................................................................................................3
Enforcement of Corporate Culture..................................................................................................3
Conclusion.......................................................................................................................................4
References........................................................................................................................................5

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Introduction
In a business environment, corporate culture of a corporate affects so many things such as
corporate’s image as well it is business. Similarly, it itself get effected by some factors such as
organizational structure, rules, laws, human resources and environment. One can assume quality
of an organization, by looking at it is culture (Shopify, 2018).
What is Corporate Culture?
Corporate culture in a general and wide term is policies and environment of an organization. An
organization or a corporate can belongs to any industry. Manner and procedure to do a work in
corporate define it is corporate culture, which can differ from corporate to corporate. Human
resources are also a part of corporate culture. In a corporate, how employees treats each other,
how they communicate to their seniors and colleagues, what kind of policies corporate has made
for them, theses all explain corporate culture of that corporate (Whelan, 2016).
In conjunctions to above, there are some other factors such as work pressure on employees,
human resource policies made for them, are comes under the purview of corporate culture. Apart
from these elements, organization’s priority, system management and corporate’s objectives also
asserts corporate culture (Leithy, 2017).
While making a report on this topic, this is mandate to understand that theory of corporate
culture does not only include it is internal factors but also includes external one. Here is to
mention that the way in which a corporate deal with it is suppliers, customers and government
authorities also reflect it is culture.

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Culture in basic sense is a bunch of traditions which a corporate follows in it is day to day
affairs. Corporates has some practices and ways of doing business. Vision and mission of a
corporate are also important element of it is culture, which describe every corporate has it is
working style and internal working environment, that is considered as “corporate culture”
(Harvard Business Review, 2013).
Nature of Corporate Culture
Nature of corporate culture of an organization need not be good always. It is stated that if an
organization works ethically, responds to it is stake holder properly, it is assumed to have good
culture. Whereas if a corporate does not work in favor of it is stakeholder, it seems to have
negative corporate culture. For development and growth of a corporate it is advisable to have a
positive culture. In a corporate, full of strict policies, confusing hierarchy level in between
human resources, employees cannot work properly. Such kind of culture also defeat corporate’s
image. So it is advisable for corporate to maintain an ethical culture at workplace as well as
while dealing with outsiders.
Enforcement of Corporate Culture
To develop a well versed corporate culture in a corporate, there are some tasks that have to do by
management. To ensure presence of corporate culture, management of a corporate should
develop a healthy atmosphere at workplace (Australian Securities and Investments commission,
2018). Follow up of implementation of provided training is also essential in order to develop a
corporate culture (Small Business Trends, 2016).

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To establish and develop a lively corporate culture, it is essential to behave decently with every
stakeholder of corporate. Somewhere somehow, every stakeholder contributes his/her effort in
development of corporation so it becomes responsibility of corporate to take care of their
interest.
Training is a primary requirement for development of corporate culture, but a corporate should
timely take follow up of it is mission and policies, as it can vary by the time. It is duty of a
corporate that if any of it is stakeholder facing any issue while dealing with corporate culture, the
same would get resolve accordingly.
Conclusion
This topic can be concluded as that corporate culture is a term which define corporate’s basic
practice and creates it is brand and value. A corporate should have positive culture as it is good
for corporate itself as well as it is stakeholders. By taking some simple and smooth steps
corporates can assure good corporate culture.

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References
Australian Securities and Investments Commission. (2018) corporate culture, corporate values
and ethics [online] Available from: http://asic.gov.au/regulatory-resources/corporate-
governance/corporate-governance-articles/corporate-culture-corporate-values-and-ethics/
[Accessed on 16.05.2018]
Harvard Business Review. (2013) Six Components of Great Corporate Culture (online) available
from: https://hbr.org/2013/05/six-components-of-culture [accessed on 16.05.2018]
Leithy, W. EI, (2017) Organizational Culture and Organizational Performance. International
Journal of Economics & Management Sciences. 6(4).
Shopify. (2018) Corporate Culture [online] available from:
https://www.shopify.com/encyclopedia/corporate-culture [accessed on 16.05.2018]
Small Business Trends. (2016) 10 Easy Ways to Create and Enforce a Positive Company Culture
[online] Available from: https://smallbi ztrends.com/2016/12/creating-a-positive-work-
environment.html [Accessed on 16.05.2018]
Whelan, C. (2016) Organisational Culture and Cultural Change: A network perspective.
Australian & New Zealand Journal of Criminology. 49(4).