With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
B. corporate culture can be managed by directly modifying the observable culture, shared values, and common assumptions that deal with issues of external adaptation. C. good managers are able to help build resilient cultures in situations where the features of strong cultures are absent. D. corporate culture can be managed by using organizational development techniques to modify specific elements of the culture that address both external adaptation and internal integration. 5) The __________ culture includes the unique stories, ceremonies, and corporate rituals that make up the history of the firm or a group within it. A. observable B. shared C. latent D. common 6) Organizations are encouraged to develop a dominant and coherent set of __________.
The employees Dick’s has are in charge of the great customer service that Dick’s is known for. Diversity is an important aspect in the employee base, and communication among all employees in the corporation is also important to the company. Dick’s makes sure that all of their employees are friendly and well trained to address all their customers’ needs. The company has a link from their main website specifically dedicated to employees and careers at their stores. The site can be found out at http://www.dickssportinggoods.jobs/aboutourteam/adayinthelife.asp, and is dedicated to helping employees and future employees with their careers.
eBags Case Study::: Week 4 While evaluating eBags processes and set-up, I found that the criteria for performance that is used to select the winners of the Malcolm Baldrige National Quality Award was very helpful. The table they use for that award categorizes the important factors that should be kept in perspective when developing a successful company or even improving an already developed company. eBags earns a perfect score when I use this table. They have a great leadership set-up and seem to handle their decision making strategically and keep all members of staff involved in what the issues are at hand. Their planning process is also exceptional.
4. Policy and procedures for identifying customer needs Policy: Innovative Widgets seeks to provide clients with both formal and informal feedback mechanisms to obtain customer feedback. Innovative Widgets seeks to develop client relationships where both Innovative Widgets and client feel comfortable to initiate contact at anytime within service period. Innovative Widgets Customer Complaints Policy At Innovative Widgets, we pride ourselves on delivering exceptional customer
Fortunately the leadership of each company was wise enough to know both strategy and process are interlinked. Each company’s leadership was able to successfully communicate their vision and the processes to their employees. This is why Microsoft, Yahoo and Facebook are the leaders in today’s market. Each company has continued to refine their strategy and processes to stay ahead of their closest
Our people come from many different backgrounds and possess a great range of skills and talents. Our job is to give them every opportunity to be the best they can be, because what is good for them is good for the client.” Hair Cuttery’s Mission is “We are the "People Company" of the beauty industry, committed to achieving extraordinary results through our people by living within our values and financial resources so that we WOW and delight our Associates and clients and have fun while we're doing
When it comes to organizational culture affects the way workers respond and react when positioned in ethical problems Organization’s culture can disclose the unwritten ethical standards that guide workers in their decision-making. Some companies can prevent unsafe ethical behavior by changing their organizational culture. Organizational culture is the study of the attitudes, beliefs and psychology within an organization. It not only includes how workers act together, but also how they connect with others outside of the organization. Ethical standards are the code of conduct required by the organization for workers to follow.
Our value-added: financial advice. Our competitive advantage: our people. The company’s mission is to satisfy all of their customers' financial needs, help them succeed financially, be the premier provider of financial services in every one of their markets, and be known as one of America's great companies (Wells Fargo, 2009, para. 6). Wells Fargo mission and vision statement is understandable.
How Personal Can Ethics Get? Dr. Ronnie Jones The Business Enterprise – BUS 520 7/12/11 Strayer University Abstract The personal preferences of individuals, differences, cultural implications of ethics and how they effect organizations and their policies are a hot topic in the business management arena. There are no universally accepted principles on ethics and how to handle these situations. However, with effective leadership, and an employee code of conduct written and documented within the organization’s policies and procedures manual, one can handle an ethical situation feeling good about their decision personally, and that they made the correct decision for the organization