Organisational Culture of Aetna Inc

This report delves into the organisational culture of Aetna Inc, examining its values, functions, and the role of leadership in shaping and managing culture. It highlights the importance of communication and employee engagement in enhancing organisational performance, supported by various academic references.

Running head: ORGANISATIONAL CULTURE OF AETNA INC
Organisational Culture of Aetna Inc
Name of the Student
Name of the University
Author note

1ORGANISATIONAL CULTURE OF AETNA INC.
Table of Contents
Answer 1) Levels of Organisational Culture...................................................................................2
Answer 2) Values............................................................................................................................2
Answer 3) Functions of Organisational Culture..............................................................................2
Answer 4) Organisational Performance...........................................................................................3
Answer 5) The role of the leader in shaping and reinforcing culture..............................................3
Answer 6) Managing Culture..........................................................................................................3
References:......................................................................................................................................4

2ORGANISATIONAL CULTURE OF AETNA INC.
Answer 1) Levels of Organisational Culture
Organisational Culture refers to an amalgamation of external and internal policy that are
transferred to new members so that they would be able to think and feel in such a manner that
would lead to the overall growth of the organization. Values and customs that are shared
comprise the organizational culture. The level of organizational culture that is frequently talked
about in this assignment involves that of the role of information and communication technology.
(Babnik et al.,2014). This will provide high quality solutions that will help in meeting the
demands of targeted consumers.
Answer 2) Values
Values integrated within the organization help to improve the organizational culture and
contribute to the development of the company. The desired set of values that an organization
mentions that it believes in are termed as espoused values. Enacted values represent the reality
and they comprise of the set of values valued by the organization (Bourne & Jenkins, 2013).
Principles of leading along with communication led the Aetna Inc Core to create values. The
espoused set of values of Aetna Inc. is integrity, superior service, high quality health care,
employee surveys, employee engagement, biannual performance reviews and investing in
technology.
Answer 3) Functions of Organisational Culture
A strong culture prevailing in the organizational culture will ensure that there is lesser
need for detailed rules. Organisational culture will help in understanding messages (Shockley,
2014). The necessity to communicate will be much less when there are shared assumptions.

3ORGANISATIONAL CULTURE OF AETNA INC.
Strong culture will pave the path for strong identification (Gunkel et al.,2015). The shared
assumptions will help in building perceptions. It will provide a very strong ground for the
justification of behavior. It may also curb the growth of an individual (Williams, Perillo &
Brown, 2015).
Answer 4) Organisational Performance
Aetna Inc. values the needs of different communities and building trust among the
employees helps to a great extent in augmenting the organizational performance. The “Fit” and
“Adaptation” perspective refers to the communication between employees of problem as well as
solution by bridging the gap between diverse communities within the organizational culture.
(Austin & Pinkleton, 2015). The participation of the employees will prove to be an effective tool
that can be brought about by the help of leaders who would help in performance management.
Tomaževič, Seljak & Aristovnik, 2016).
Answer 5) The role of the leader in shaping and reinforcing culture
The role of the leader is paramount in shaping culture. A strong leader will ensure
effective communication with employees, manage change effectively and promote loyalty
among employees in order to build a strong culture (Daft, 2014).
Answer 6) Managing Culture
I believe that culture can be managed. The need of values is of crucial importance in
managing culture and focus should be laid the requirements of the customer. The employees
should be given importance and articulated values like quality and value should be promoted
among the organizational culture (Janda, 2014)

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References:
Austin, E. W., & Pinkleton, B. E. (2015). Strategic public relations management: Planning and
managing effective communication campaigns(Vol. 10). Routledge.
Babnik, K., Breznik, K., Dermol, V., & Trunk Širca, N. (2014). The mission statement:
organisational culture perspective. Industrial Management & Data Systems, 114(4), 612-
627.
Bourne, H., & Jenkins, M. (2013). Organizational values: A dynamic perspective. Organization
Studies, 34(4), 495-514.
Daft, R. L. (2014). The leadership experience. Cengage Learning.
Gunkel, M., Schlaegel, C., Rossteutscher, T., & Wolff, B. (2015). The human aspect of cross-
border acquisition outcomes: The role of management practices, employee emotions, and
national culture. International Business Review, 24(3), 394-408.
Janda, K. B. (2014). Building communities and social potential: between and beyond
organizations and individuals in commercial properties. Energy Policy, 67, 48-55.
Shockley-Zalabak, P. (2014). Fundamentals of organizational communication. Pearson.
Tomaževič, N., Seljak, J., & Aristovnik, A. (2016). The interaction between occupational values
and job satisfaction in an authoritative public administration organisation. Total Quality
Management & Business Excellence, 1-16.

6ORGANISATIONAL CULTURE OF AETNA INC.
Williams, B., Perillo, S., & Brown, T. (2015). What are the factors of organisational culture in
health care settings that act as barriers to the implementation of evidence-based practice?
A scoping review. Nurse education today, 35(2), e34-e41.