Uber's Organisational Culture: Problems and Recommendations Report

This business report provides a detailed analysis of Uber's organizational culture, focusing on the challenges and issues that the company has faced. The report begins with an introduction that highlights the importance of organizational culture for company performance and introduces the Uber case study. The main body delves into the key problems, including toxic individuals, lack of transparency, and HR inefficiencies. It then explores the changes Uber has implemented, such as collective output strategies and leadership adjustments. The report concludes with recommendations for improving organizational culture, emphasizing the importance of employee relationships, perks, and addressing issues like burnout and gender-related concerns. The report also stresses the importance of employee involvement and supportive work goals. The report includes a comprehensive list of references including books, journals and online resources.

Business Report

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Describing the key points relating to the problems.....................................................................1
CONCLUSION................................................................................................................................3
REFERENCES ...............................................................................................................................4

INTRODUCTION
Organisational culture is the most essential for the company better performance. It is the
common platform where individual perform their own duty to earn profit or to full fill the
livelihood for themselves. Present report discussed about Uber case study which surrounded by
toxic culture that has grown internally. Furthermore, report explained the importance of company
culture and how negative culture affect the overall business growth or performance in the
market. In order to conduct this study or task. Company needs to make effective and essential
method to make company culture more effective.
MAIN BODY
Describing the key points relating to the problems.
Uber is the ride sharing service that has been the most famous company or start-up in
across the world. Uber has been suffered from various miscues was a public relations nightmare.
Such as claim of sexual harassment from a former engineer. Or another issue of firing new vice
president for similar for the same assert (Uber's culture problems and what HR can learn from
them, 2019). So due to all these crises or cultural issues company has been through a lot and
facing customer criticism. Therefore, below describing some of the reasons behind
organisational cultural issues.
Toxic People in organisational culture
Toxic corporate culture issue is the main reason behind company failure. Some people
create negative environment or kill business growth in the company. Due to this other employees
also get affected and facing demotivation. Such as Uber get affected due to some toxic people
were exist in the company (Anitha, 2016). After happening with Uber, company start adopting
the culture that it is better for company to avoid toxic employee than hire a superstar.
Lack of Transparency
As per the case study, Uber has been facing culture issue since 2009. The main reason
behind this issue is lack of transparency between employees that lead ineffective working
culture. Such as Fowler claimed on the company that without her knowledge company changed
her review score. This lead to mistrust among employees that create ineffective culture in the
company.
HR
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It is the another key issue or problem for Uber to manage employee issues. Due to
inefficiency in HR policies company suffered employee dissatisfaction that affect organisational
culture (Corfield and Paton, 2016). Employee claimed Uber to avoiding the employee issue to
which it makes communication gap between employees and HR management.
Uber Made changes to deal with organisational culture issues
 Collective Output this step taken by the company to deal with company cultural issues
where they start focusing on the single team performance in order to make company
culture positive and efficient. It helps to create new opportunity for Uber to make
effective new changes within the environment (Zwetsloot and et.al., 2017).
 Leadership another change adopted by the company in leadership styles. Now company
ensure that all employees get good leadership by improving performance level. They
adopt good leadership approaches to bring positive environment for employees. Adopt new strategies to listen employee queries and customer and ensure to solve those
issues in within particular time period.
Recommendation to improve organisational culture.
Organisational culture is the heart of the business which thrives positive changes within
the company. Company culture controlled by management team or employees. So it is important
for Uber to give priority to employees needs (Crane, 2017).
Cultivate employees relationship
strong relationship with team members has always lead greatest motivation and increases
effective performance. So, Uber needs to enhance better communication practices between
employees to have positive organisational cultural practices.
Invest in employee perks
Uber needs to full fill employee financial and non financial needs. Such as give
employees happy hours, organise wellness program, free snacks etc (Killett and et.al., 2016).
Uber also make sure and take feedbacks from employees weather they facing any issues in the
company environment. If yes, take immediate action against those unethical practices.
Reward employees for good performance system
appreciate those employees whose performance is good and give training to low skilled
employees to enhance their motivations and confidence level. This can help to motivate
employees and better management efficiency level (Elsmore, 2017).
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Be mindful of burnout
In order to minimize a toxic company culture company. In order to make the positive
work culture, company needs to burnout ineffective activities (.Killett and et.al., 2016).
Make the workplace work for women
In order to sustained positive work culture environment, company needs to meet out the
needs of women in terms of safety precautions. Company needs to organise safe and secure
environment for the company in order to meet the needs of employee. This also help company to
make good market image by having good company culture (Klettner, Clarke and Boersma,
2016).
Get everyone involved
This is the another strategy or approach that company could adopt to manage their
company culture and make good opportunity for its employees (Scott, Mannion, Davies and
Marshall, 2018). Such as Uber needs to get involvement of other employees to achieving
company goals.
Be supportive employees goals
This is the most important way for Uber to make effective work environment for
employees. HR manager needs to understand the needs of employees and give priority to
employees needs. Also, it is the responsibility for the company to make effective work goals and
get the best developing results (Zhu, 2015).
CONCLUSION
As per the above report it has been concluded that, organisation culture is the heart of the
business where employees are the assets. Employees make company culture positive and
enthusiastic. Positive organisational culture give positive outcomes comparatively others. Study
discussed the Case study of Uber where they suffered from various cultural issues. Report
discussed both key issues reasons. On that they discussed about the recommendation for the
company as well. Basically the concept of company culture is based on employees behaviour. Or
company also responsible to eliminate wrong activities and try to make positive and safe
environment for the company. It helps to make the positive efforts by the company that keeps
organisational culture positive and connective.
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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).
Corfield, A. and Paton, R., 2016. Investigating knowledge management: can KM really change
organisational culture?. Journal of Knowledge Management. 20(1). pp.88-103.
Crane, A., 2017. Rhetoric and reality in the greening of organisational culture. In Greening the
Boardroom (pp. 129-144). Routledge.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Killett, A. and et.al., 2016. Digging deep: how organisational culture affects care home residents'
experiences. Ageing & Society. 36(1). pp.160-188.
Klettner, A., Clarke, T. and Boersma, M., 2016. Strategic and regulatory approaches to
increasing women in leadership: Multilevel targets and mandatory quotas as levers for
cultural change. Journal of Business Ethics. 133(3). pp.395-419.
Scott, T., Mannion, R., Davies, H. and Marshall, M., 2018. Healthcare performance and
organisational culture. CRC Press.
Zhu, C., 2015. Organisational culture and technology-enhanced innovation in higher
education. Technology, Pedagogy and Education. 24(1). pp.65-79.
Zwetsloot, G. I. and et.al., 2017. Zero Accident Vision based strategies in organisations:
Innovative perspectives. Safety science. 91. pp.260-268.
Online
Uber's culture problems and what HR can learn from them. 2019. [Online]. Available
through :<https://blog.impraise.com/360-feedback/4-organizational-culture-mistakes-we-
can-learn-from-uber-performance-review>.
Uber's Problem Isnn;t Culture, it's this. 2017. [Online]. Available
through :<https://www.forbes.com/sites/jeffboss/2017/06/08/ubers-problem-isnt-culture-
its-this/#4be7f7592dc8>.
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