Organisational Culture: Aldi's Framework and Dimensions Report

This report provides an executive summary and detailed analysis of Aldi's corporate or organisational culture, focusing on its impact on employees and overall business performance. It delves into four key cultural dimensions: outcome-oriented, team-oriented, innovative, and people-oriented cultures. The report explores how Aldi fosters a positive work environment, emphasizing the importance of results, teamwork, innovation, and employee relations. It examines the practical application of these dimensions within Aldi's operations, including the implementation of outcome theory and Tuckman's teamwork theory. Furthermore, the report highlights Aldi's approach to innovation, including encouraging employee ideas and allowing for experimentation. By analyzing these cultural aspects, the report offers insights into Aldi's success in the retail industry and provides a framework for understanding effective organisational culture.

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

main reason behind negative result. By taking this step, that company will defiantly achieve
positive outcomes in the future. There is Aldi always does this same thing, that’s why it has
succeeded in gaining large customer base within all around the world.
There are Outcome-oriented organisational culture positively affects to the Aldi. This is
the main reason that, day by day this retail company is expanding its business operations in in
different new market segments. The upper management of Aldi has very unique ideology,
because when a company achieve positive outcomes, then that company celebrates. But in the
case of Aldi, existing management of this company celebrates while getting negative outcomes
as well. According to the management of Aldi, negative outcomes always give opportunity to a
company for learning many things. When we perfectly understand the actual reasons behind
negative outcomes, then we will able to create such strategies which will support in getting
positive results or outcomes in next time (Jackson and Richter, 2017). With the support of this
attribute and attitude, upper management of Aldi always achieve positive outcome in the market.
The top-level management has given special instructions to is different line managers, leaders
and employees for always using modern and latest technology in the daily operations, because
this is one of the major methods for achieving positive outcomes in this dynamic and modern
world. According to different business experts, a company always needs to be considered
outcome-oriented dimension of culture, because this cultural dimension always promotes
positive results and achievement in the workplace.
Currently top-level management of each company focuses on systematically maintain
outcome-orientation culture dimension in its business environment, because this cultural
dimension is very helpful in gaining huge profit in the market. There is market completion within
each and every industry is continually increasing, in which businesses should follow the concept
of outcome culture dimension, because this cultural dimension supports in achieving huge
competitive advantage in the market. This is the main reason that, existing management of Aldi
always maintain this cultural dimension in its business environment. With the support of this
dimension, Aldi is giving very tough competition its competitors in the Australia’ retail industry.
This cultural dimension always motivates to the company for providing the quality products and
services in the market, in which when this company provides quality products in the market, then
it will be able to achieve positive outcomes in the market (Balmer, 2017). There is a productive

outcome theory also has been mentioned below which can support in properly understanding the
actual value of outcome-oriented culture.
Outcome Theory
An organisation always needs to consider the theory of outcome, because this theory
gives great contribution in achieving excellent outcomes through different organisational
activities. Currently almost all successful companies and businesses are taking huge advantages
theory including Aldi. According to outcome theory, every business needs to develop a positive
work culture, because this is the first requirement for achieving positive outcomes in the market.
That’s why Aldi always tries to provides a positive work culture to employees in its different
supermarkets and stores. Many new entrants are continuously coming in the Australian retail
industry (Thakur and Singh, 2016). In this situation, it is very necessary task to Aldi for always
achieving positive outcomes in the market, because positive outcomes will enable to existing
retail company for easily surviving within the Australian retail industry. That’s why all
businesses or companies including Aldi are always required properly consider theory of outcome
in their respective business environment.
Team-oriented organisational culture
Team-oriented organisational culture is another major cultural dimension for a company
or business. Team-oriented cultural dimension mainly emphasis effective teamwork in the
workplace. Currently most businesses in the market are fully focuses on making different
effective teamwork within their resistive business environment. There are top-level management
of Aldi also completely knows the actual value of effective teamwork. This is the main reason
that, Aldi always follow the concept of team-oriented cultural dimension, because this dimension
of culture always promotes effective teamwork in the workplace That’s why currently lots of
effective teams are working in the Aldi’s daily operations (McCrory, Pilcher and McMillan,
2017). There is leader is one of the major aspects within the team-oriented cultural dimension,
because a leader always responsible to systematically lead a team. On the other side, this team-
oriented cultural dimension always helps in properly managing people within the workplace. A
company which divides its different employees in different teams, then it will be able to achieve
its target in decided time period.

Basically, an employee who work within a teamwork always put its huge efforts in the
comparison of other employees, an employee always effective guided, directed and observed by
the leader in a team work. That’s every business or company should develop team-oriented
culture within the workplace. According to different business reports, most successful businesses
in the world already divided their employees within different teamwork, because teamwork
mostly provides excellent outcomes in comparison of other employees. In this dynamic and
modern world, every company want an effective workforce, in which team-oriented cultural
dimension can support to different companies for systematically improving abilities and skills. In
this situation, when employees be succeeded in improving different skills and abilities, then
these all employees can turn into an effective workforce (Silva and et.al., 2018). Basically, team-
oriented culture is system which gives opportunity to Aldi for achieving effective individual and
teams. Currently top-level management of each company is highly need to follow the concept of
existing cultural dimension. There are other Australian retail companies will be able to give very
tough completion to Aldi by implementing team-oriented culture within their respective
workplace. There is a proactive teamwork theory has been discussed below which will help to
Aldi for systematically maintaining team-oriented culture in the workplace.
Tuckman’s Teamwork Theory
This theory is given by Dr Bruce Tuckman in 1965. Tuckman’s teamwork theory mainly
provides five stages of teamwork which every company should follow in their workplace
including Aldi. These five stages of teamwork theory have been discussed below;
Forming: In the forming stage Aldi’s leader need to formulate a team for completing a target.
The leader responsible to inform particular job role also to each employee or team member.
Storming: This the second stage where leader of the company needs to arrange different
resources to all team members or employees for achieving decided target on time.
Norming: In the Norming stage, leaders need to give reward and appreciation to its employees
for highly motivating them in the workplace.
Performing: In performing stage the leader also needs to well-perform with employees for
encouraging them to success (Kraśnicka, Głód and Wronka-Pośpiech, 2018).

Adjourning: This is the last stage, where the leader needs to celebrate success for effectively
influencing employees for the upcoming tasks.
Innovative organisational culture
ALDI takes innovative and forward-thinking to complete the task in order to achieve the
goal. Company launches new, exciting and useful products and services in the market in order to
consumers involve in the process (Morgan, 2018). ALDI always focused on the effective and
growth in order to gain the success in the market by providing culture encourages innovation
between the employees. Some of the innovative methods which company uses are as follows:
Looks for ideas: ALDI have a look over the ideas suggested by the employees in the work
process in order to achieve the group goal. Company has already developed the system of taking
ideas from the employees on daily basis in order to obtain the positive results. ALDI implement
the plans and ideas according to the employees mind as discusses in the process to achieve the
goal. Idea provided by the employee should be guided in order to implement the idea on the
process of the company to achieve the goal. Company also make any of the product or process
stop in the market in order to make update according to the situation prevailing in the market.
Increase in contents of products by increasing its value results in innovation of the products and
services.
Employees are allowed to invent new things: ALDI allows its employees to spend some time
over the new invention in order to achieve the goal. Company has provides the freedom and
space to the employee in order to generate success in the market. Employees of the company
uses time over the invention from the working hours as decided in the process. Company allows
official time to perform the task for new invention which helps employees in contributing more
towards the new process.
Employees are free to make mistakes: ALDI provides freedom to the employee to make
mistakes in order to make work environment more comfortable. This makes employees to invent
new things in the process to achieve the goal. Employee with more freedom will come up with
new and innovative ways in the work process. This will help company in gaining of different
ways from the people prevailing in the task, as everyone has different mindset in the
environment (Galy, 2020). Company friendly environment doesn’t employee think over the

outcomes or results in the process. This makes employees bolder in the work process and
bringing up with the new innovation in the market to achieve the goal.
Employees as CEO of the company: ALDI creates a platform for the employees to think as the
CEO in the process. This will help in increase of confidence and morale booster of an individual
which is prevailing in the company. Company makes the employees think like the CEO in order
to obtain the new invention from the process (Szymańska, 2016). Leadership qualities are also
developed in the individual that help in more contribution towards the work process. Company
let employees unlimited in the process of thinking to achieve the goal. Different employees will
have different views over the threats and advantage which are prevailing in the company to take
it towards the success.
Technology efficiency: Company provides new technology to the employee which is working
in the process in order to obtain the positive results. Older technology is slow in the process and
many a times it’s make struggle for the employee. This slow and time taking technology leads to
wastage of the important time of the employee which can be used somewhere else in the process.
Employees also get frustrated from the old technology in order to obtain more positive results.
Company works over the wastage time and frustration of the employee in order to take these
things in positive results. So, new technology is being introduced by the company in the process
to obtain the objective of ALDA.
Beta Testing: Company use this testing to save the money and time for the future innovation.
This testing is done over the product which is to be launch in the future. Beta test is used to
check the quality of the products. If any problem occurs in the process or low standards used in
the products are been solved in the work process by the management of ALDI.
Team of innovators: Company develops the team of the people in order to innovate in the work
process to achieve the goal (Sebastião and et.al., 2017). This team works over the innovation
model for the company. Team members are highly qualified and have good skills in making
innovations over the products which are being proved to be success in the market.

People-oriented organisational culture
It is types of organisational culture in which manager of firm focus on people or
individual that are working in the organisation. Manager of ALDI is highly supportive and
provide better guidance to employees so that they can be motivated to work hard for overall
growth and success of organisation. Human are one of the important resources for organisation
so that need to be provided respect and recognition. Manager of ALDI always focus on
enhancement of employees level of satisfaction and morale in order to retain maximum
individual within organisation. There are four types of organisational culture Quinn’s Competing
Values Framework such as clan, Adhocracy, market oriented and Hierarchy oriented culture.
ALDI manager have used clan organisation culture to inspire and motivate different individual to
work effective so that common objective can be achieved. There are various characteristics of
people oriented culture or clan organisational culture such as:
Good worked is recognised: Manager of ALDI always supervises and monitors activities of
each individual so that it can find out people that are putting their best for growth and success of
enterprise in competitive environment. Manager has used innovative technology to evaluate
overall performance and productivity of individual within organisation so that effective strategies
can be formulated for achievements of particular objectives (Popoli, 2017). Social media is used
by HR manager of ALDI to recognised efforts of individual so that they can be induced to put
extra efforts so that company can earn more profitability.
Employees are valued: Leader and manager of ALDI value each and every employee in the
organisation by providing more respect and responsibilities and authority to take decision.
Manager encourages views, ideas of each individual in decision making of company thus it helps
in creating sense of belongingness and motivated them to enhance their performance. Therefore
manager through providing proper values and respect to employees is able to bring unity and
enhance their performance for benefits of organisation.
Investment in increasing skills of employees: HR manager has always focused on increasing
skills, knowledge and abilities of each employee so that they can use their specific skills to
perform different activities. It organised various training and development program for
employees for their overall growth and development so that they can get numerous opportunity
in future career. Manager of ALDI promoted employees on equal basis so that they can effective
utilise their responsibilities and capabilities for effective performance of particular task. Manager

through performance evaluation find different strategies that can be inspired individual to work
better so that company can get competitive advantages in the market (Lewitt and et.al., 2019).
Delegation of authority and responsibility by HR manager helps in enhance different skills of
individual so that it can effective performed particular task.
Services are key: Company through focusing more and more people oriented culture able to
provide best customer services and enhance it sale volume. Therefore manager of ADLI have
worked to provide better and attractive working environment to employees so that high talented
and skilled employees can remain within organisation.
Employees are values as people: ALDI HR manager have provided better working condition,
flexible working hour and family, sick leave to employees so that they can enjoy some time with
their family and friends. Therefore company has paid attention to employees as whole so that
maximum outcome can be gained within minimum input of raw materials. Medical facilities and
break, interval are decided by manager of ALDI so that employees can relaxed, feel less stress
and work with full energy towards performing different task. Manager tries to understand their
problem, grievance so that various strategies can be formulated to resolve their challenges and
provide better working condition to employees (Maher, 2020). ALDI HR manager has also
provided definite organisational structure, assigned roles, responsibilities that need to be
performed by each individual in order to reduce conflict and contradiction. Therefore
socialisations have helped in satisfying needs of different individual and reduction in chance of
employee’s absentees.
CONCLUSION
From the above report it can be concluded that different organisational culture helps in
effective coordination of individual towards achievements of common objectives. Outcome
oriented is types of culture where company focus on more outcomes thus forcing individual to
work overtime. Therefore ALDI manager have focused more on satisfaction of needs of
employees so that particular outcome can be effectively achieved. It can also be illustrated that
team-oriented organisation helps in management of diverse individual for completion of specific
task. At last it can be stated that ALDI have innovative organisation culture that helps in brining
innovation and creativity so that company can get competitive advantages.

REFERENCES
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