Uber's Organizational Culture: A Report on Problems and Improvements

This report provides an analysis of Uber's organizational culture, focusing on the issues that arose, particularly the sexual harassment case and HR's handling of the situation. The report delves into the key problems, such as a toxic work environment and ineffective human resource practices, which led to a damaged company culture. It examines the changes Uber implemented, including a shift in cultural norms and values, such as being customer-obsessed and valuing diverse work cultures. The report also references Harrison's Culture Model, which focuses on role, task, person, and power orientations. The conclusion emphasizes the importance of organizational culture in company development. Recommendations include focusing on person and market culture, adaptive and androcracy culture, power, hierarchy, and role culture, and developing ethical and legal sensitivity, as well as top management commitment. The report uses various sources to support its findings.

Organisational culture of a
company

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Key points to the problems or changes adopted by the Uber......................................................1
Owning up to its problems..........................................................................................................1
CONCLUSION................................................................................................................................3
RECOMMENDATIONS.................................................................................................................3
REFERENCES................................................................................................................................5

INTRODUCTION
Organisation culture consists the overall value of company expectations, experience,
philosophy as well as the values that guide member behaviour in order to fulfil the company
expectations and goals. Present case will be based on the case study of Uber that will presenting
the Case where a former Uber Engineer Susan Fowler chronicled claims of sexual harassment
case and facing uncertain behaviour by HR. Further study evaluate the problem and changes
adopted by the company after.
MAIN BODY
Key points to the problems or changes adopted by the Uber.
Due to company culture failures this often products to many small happening (This is
what Caused Uber's Broken Company Culture. 2017). The main reason behind this major case
issues was HR improper appearance towards their employees. Ineffective human resource is one
the major issues these days within the company environment. Such as with Susan Fowler who
faces ambivalent behaviour of HR after the whole happening.
To keep employee healthy and safe, it is the responsibility of the HR to take care of their
needs and wants where at that point Uber has failed to perform all these duties (Anitha, 2016).
For the companies, there culture values makes them different unique from the other
organisations. After that incident Uber Company values got almost vague and ineffective to
attract new talent or customers as well. Those companies who only focuses on profit scales, it
leaves culture to be created by own, which is not effective for the company environment. These
happens also make individual competitors from each other rather than teammates (Elsmore,
2017).
Owning up to its problems
Organisation is form with different behaviour of people who are the part of the
organisation. Besides, culture refers to the company visions, values, working policies. In other
words, organisational culture is the collective behaviour that helps to learn new methods and
individual enhancement as well. In Uber's biggest factor of failure is toxic work culture which
having lack of transparency.
Organisational culture must be innovative, aggressive that encourage individual to work
hard, people oriented, team oriented, detail oriented, outcome oriented and stable (Fu and et.al.,
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2015). That makes company successful and booming. In order to cover this issues, The investors
come forward to voice their disapproval. Besides, they also criticize the company to investigate
the base by its destructive culture and make recommendation for change. After all happening the
learning outcomes from this case is that, Uber needs to listen their employees stories, give values
to the decisions taken by the people, to make best hiring process and maintaining the safe and
secure environment as well.
In order come over from the issue Uber starts focusing on their cultural norms which are
given below:
 Uber build up globally
 Uber is a customer obsessed
 Uber build up the diverse work culture, where they invite the people from different feel
welcome.
 Uber value ideas over hierarchy : Uber give values to each and every idea because the
best ideas has come from anywhere from any place.
Harrison's Culture Model
This is the model of company culture where company needs to focus on some of the
goals. Such as role orientation, task achievements orientation, power orientation and person
support orientation process (Laforet, 2017).
In role orientation process Uber can replaced competition and conflict replaced by
agreements, rules and procedures level. Besides, task oriented achievements of a superordinate
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goal is the another task oriented goals which makes the task level more attractive and effective
towards the goal oriented process. Person orientation process increases the productivity level of
the individual towards the effective process tools or techniques. Besides, power oriented process
encourage people to get some new accountability charges within the company.
CONCLUSION
On the basis of the above section it has been concluded that, organisation culture play a
most crucial role in the development of company values in front of their employees and
customers. Study has been based on the case of Uber which is about employee sexual harassment
and culture that affect the business growth and challenging behavioural growth in terms of better
activity growth. Besides, study also explained about the key problems related and also explained
the model of organisational culture in terms of ineffective management targets. Report explained
the case due to which company facing lack of employee satisfaction and trust level.
RECOMMENDATIONS
Uber should need to focus on some essential following areas of development.
Organisation culture has directly influenced by values, visions, and several distinct behaviour of
people. It is very essential for companies to focus on the development process. Company can
adopt some following changes and adoption into their organisation culture.
 Person Culture and market culture : Person culture refers to the culture where
company should focuses on the horizontal structures where each employee seen as
valuable for company. Besides, market culture define the importance of market for that
company should focused on competition, achievements etc.
 Adoptive culture and androcracy culture : In this step, Uber needs to maintained
action oriented environment within the company development (Scott and et.al., 2018).
With a focus on risk taking, innovation and doing things in an systematic material.
 Power culture, Hierarchy and role culture : In this area, leaders of the company
should need to make rapid decision making step to enhance the power culture. Besides,
role culture helps to define individual role of the individual persons. Employees should
know their roles and responsibilities. This helps Uber to make a good team of leaders and
groups.
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 Develop ethical and legal sensitivity : In this process or way company can build up the
effective and productive environment by encouraging employees, continued change and
involvement as well.
 Display top management commitments : Top management has responsible to taking
care of the whole organisation. In order to evaluate the required changes and growth.
Uber should make development policies and plan according to need and requirement.
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REFERENCES
Books & Journal
Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management. 9(1).
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Fu, S. L. and et.al., 2015. Assessment and cultivation of total quality management organisational
culture–an empirical investigation. Total Quality Management & Business
Excellence. 26(1-2). pp.123-139.
Laforet, S., 2017. Effects of organisational culture on brand portfolio performance. Journal of
Marketing Communications. 23(1). pp.92-110.
Scott, T. and et.al., 2018. Healthcare performance and organisational culture. CRC Press.
Online
This is what Caused Uber's Broken Company Culture. 2017. [Online]. Available
through :<https://www.fastcompany.com/3068475/this-is-what-caused-ubers-broken-company-
culture>.
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