Corporate Cultures: Types, Enforcement, and Business Impact

This essay provides a comprehensive overview of corporate culture within business organizations. It begins by defining corporate culture and its influence on various aspects of a company, from employee interactions to customer satisfaction. The essay then delves into different types of corporate cultures, including team-first, elite, and horizontal cultures, highlighting their unique characteristics and applications. Furthermore, it explores how corporate cultures are enforced, emphasizing the role of leadership in setting a positive and passionate tone, appreciating employee efforts, and demonstrating care for employees' well-being. The essay references several academic sources to support its analysis and provides a well-rounded understanding of corporate culture's significance in the modern business landscape.

Law of Business of Business Organization; Corporate Cultures 1
Law of Business of Business Organization; Corporate Cultures
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Law of Business of Business Organization; Corporate Cultures 2
Introduction
Corporate culture is the beliefs and characters that determine how staffs and management of the
organization interact and deal with issues that are not within the line of the organization.
Corporate culture is always implied, but not directly defined, and improves physically over time
from the collective character of the people the organization employs (Ameer, 2017, p. 185). An
organization’s culture will be portrayed in its outfit code, business hours, office layout, staff
benefits, return, and recruitment choice, management of customers, customer’s fulfillment and
each feature of operations. Culture affects each feature of the company, from the public’s notion
of the brand to staffs’ duties and satisfaction to the bottom line. Since there too much at stake, it
is essential that the corporate culture is adjustable and open to development, which begins with
being able to coherent, just the type of culture that the corporate has at the moment.
Cultures are different, every culture has its unique features and not exactly alike, there are
defining facets that tend to place organizational cultures into one of five groups, or types, which
shall be explained later in the following paragraphs. Regularly, the industry of the organization
will dictate its culture to some extent, but that doesn’t mean that a certain culture can’t be
changed. Fortunately, culture is not static but changing.
There are various types of corporate cultures, these include;
a) Team-first corporate culture
Organizations that apply team-first culture make the welfare of the staffs a priority. The team or
employees are given time for important response and flexibility to accommodate all staffs’
family lives (Chumg et al., 2016, p. 440). A good example of an organization that practices this

Law of Business of Business Organization; Corporate Cultures 3
culture is Netflix with their recent conclusion to provide unlimited family leave that provides the
staffs with autonomy to decide what is perfect for them.
b) Elite Corporate Culture
Organizations with this corporate culture are always on a mission to alter or adjust the entire
world through inexperienced means. This culture recruits just the best since it is pushing the
cloak and requires staffs to not only keep up but show the way the way. The elite culture only
recruits the best, confident, proficient, applicants with innovate minds and daring for the first
improvement and make big splashes in the market world (Alshamari, 2017, p. 182). The culture
deals with customers who want their business to remain relevant in a market in every new
atmosphere
c) Horizontal Corporate Culture
This culture is mostly applied by the startups since it makes collaborative, everybody-pitch-in
state of mind. These are new organizations that are struggling to provide services and products to
the customers; however they are suppler and can transform based on market research or customer
response. In this case, the culture enables the companies to do everything possible to make their
customers happy since their success lies on the culture.
Other types of corporate culture include conventional corporate culture and progressive
corporate culture respectively. These are well-structured cultures that ensure smooth operations
of the companies depending on the way they are implemented.

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How corporate cultures are enforced
As it is always in the case of everything that corporate doing, culture begins from the top. When
an issue surfaces, the staffs will look upon the CEO or the top leadership for conflict
management.
First and foremost, an organization must be enthusiastic. As the top leadership, you need to
communicate a point to be positive and passionate and make sure that the positive energy is
contagious and runs through from top to bottom, that the energy can be felt by everybody within
the organization (George & Jones, 2012). Appreciate every effort made by employees when it is
deserved.
Similarly, the leadership should also take their time to show that they care. When the emphasis
is on the person, on the trade side, it is an indication that all employees are fully dedicated to
serve the customer and meet their needs and passion (Pawirosumarto, Setyadi & Khumaedi,
2017, p. 130). Even as full dedication is given to the clients, the company also is also genuine on
their humanitarian side; the same effort is put on the employees’ welfare and show
compassionate to one another in time of need and of happiness.
Lastly, other several ways can use to enforce corporate cultures; however, these are just a few
that are commonly practiced by organizations. The top leadership such as CEO should lead by
example to ensure that corporate cultures are fully implemented and become effective. As
always, time is everything when it comes to production. Therefore, the CEO and other seniors
need to be good time managers in every activity. That sets a good precedence for the remaining
employees who will always look up to them for guidance.

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List of References
George, J. M., & Jones, G. R. (2012). Understanding and managing organizational behavior.
Boston, Mass: Pearson Education.
Guo, Z, Chan, KC, & Xue, Y. (2016). 'The Impact of Corporate Culture Disclosure on
Performance: A Quantitative Approach', Review of Pacific Basin Financial Markets & Policies,
vol. 19, no. 2, p. -1. Available from: 10.1142/S0219091516500120. [19 May 2018].
Pawirosumarto, S, Setyadi, A, & Khumaedi, E. (2017). 'The influence of organizational culture
on the performance of employees at University of Mercu Buana', International Journal of Law &
Management, vol. 59, no. 6, pp. 950-963. Available from: 10.1108/IJLMA-03-2016-0030. [19
May 2018].
Alshamari, S. (2017). 'Organizational Culture And Organizational Performance In The Primary
Health Care Sector In Qatar: A Proposed Theoretical Framework', Cross-Cultural Management
Journal, Vol. 19, No. 2, Pp. 129-138.
Ameer, N. (2017). 'Impact Of Organizational Culture On Employee Performance And
Organizational Citizenship Behavior (Ocb)', International Journal Of Business & Administrative
Studies, Vol. 3, No. 5, Pp. 183-196.
Chumg, H, Seaton, J, Cooke, L, & Ding, W. (2016). 'Factors affecting employees' knowledge-
sharing behaviour in the virtual organisation from the perspectives of well-being and
organisational behaviour', Computers in Human Behavior, vol. 64, pp. 432-448. Available from:
10.1016/j.chb.2016.07.011. [19 May 2018].