BULDING AND DEVELOPING AND ORGANIZATIONA CULTURE

Introduction

What Is Organizational Culture?

Organizational culture defines as a set of shared assumption that guides the functioning of the of

the organization in determining appropriate behavior. According to Needle (2004),

organizational culture describes by the shared values, beliefs and principals of organizational

members and is a product of history, market, technology, strategy, and type of employees,

management style, and national culture. Workplace culture rounded in shared attitudes, beliefs,

customs and rules that have developed over time that considered valid (The Business

Dictionary).

Nestle culture consists significantly of the typical pattern of behavior that characterize the

organization. One can quickly get a feel of the organizational culture by spending a few minutes

with the people that work there and by examining the way that people interact with each other.

Nestle has developed environmental management systems and environmental auditing, and this

emphasis on sustainable development values feeds into the culture of the organization so that the

emphasis today is on corporate social responsibility. This emphasis will continue to develop

both as a result of internal changes based on greater understanding, and because of pressures

from the world outside.

Nestlé has developed values and principles which help it meet its general aims of honesty

concern for people. Its values and principles include such features as showing respect for diverse
cultures, and developing long term relationships with suppliers and customers. These values

underpin the way in which the company works and thus the relationships that have developed

over time, so they have a major impact on organizational culture.

Nestle’s corporate culture which is reflected by the company logo itself. The logo “good Food

Good Life” which is always all the slide attached to its ware is the major way for every activity

inside the concern.. that foster on high performance in providing opportunities to grow and

shape Nestle has well-built concern civilization which is mirrored by the concern logo itself. The

logo, “ Good Food Good Life ” which is all the clip affixed to its ware is the major way for every

activity inside the concern. Nestle considers that good nutrient is the main footing of good

wellness throughout life therefore it ever sets nutrition, wellness and health as the Centre of its

concern. The corporation tries to to boot spread out and emphasize on these facets. These three

things Nutrition, Health and Wellness can be seen in all Nestle merchandises and in the concern

mission statement to boot. ( Ali et al ( 2009 ) )

Talking sing the corporation civilization which is associated its people formation ; Nestle has the

civilization of group determined and unfastened gate policy which turn out to be one of its

corporate strong points. The company emphasizes on Bolshevism and presentation way attack to

back up work force to work harder ( Ali et al, 2009 ) .

In fact, Executive leaders play a significant role in developing a reputation based on ethical

leadership in understanding and developing an organizational culture.

Understanding organizational Culture

I found no written rule that indicate the best acceptable method to act in any type of situation

in an organization. I ‘m certain that the leadership of this particular organization has a set of

unwritten rules that dictate what is considered to be the acceptable way to dress for each type of

event, and employees who participated will send signals about whether that their styles conform

to what consider to be appropriate because each type of events required a specific style that

conform to the audience.

How Is Organizational Culture Created and Communicated?

Business leaders play an important role

Conclusion

While there is widespread agreement that organizational cultures do exist and that they are a key

driver in shaping organizational behaviors, pinpointing an exact definition of the concept is a

difficult undertaking.

An absolute definition would allow not only for a more rigorous study of organizational culture,

but also increase our understanding of how it influences other organizational outcomes such as

productivity, employee engagement, and commitment. One thing is undoubtedly known about
culture: It is constantly being created, changed, and splintered to ensure the success of its parent

organization

While there is widespread agreement that organizational cultures do exist and that they are a key

driver in shaping organizational behaviors, pinpointing an exact definition of the concept is a

difficult undertaking.

An absolute definition would allow not only for a more rigorous study of organizational culture,

but also increase our understanding of how it influences other organizational outcomes such as

productivity, employee engagement, and commitment. One thing is undoubtedly known about

culture: It is constantly being created, changed, and splintered to ensure the success of its parent

organization.

” A 2003 Harvard Business School study reported that culture has a significant effect on an

organization's long-term economic performance. The study examined the management practices

at 160 organizations over ten years and found that culture can enhance performance or prove

detrimental to performance. Organizations with strong performance-oriented cultures witnessed

far better financial growth.”

 1- Needle, David (2004). Business in Context: An Introduction to Business and Its

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1-Martins, E. C., & Terblanche, F. 2003. Building Organizational Culture that Stimulates

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2-Lincoln, S. 2010. From the Individual to the World: How the Competing Values Framework

Can Help Organizations Improve Global Strategic Performance. Emerging Leadership

Journeys, 3(1): 3–9.

3 Guimaraes, T., Walton, M., & Armstrong, C. 2017. A New Measure of Organizational Culture

for Business Innovativeness in Practice. Paper presented at the ISPIM Innovation Forum,

Toronto, Canada, March 19–22 March 2017.

Schein, Edgar H. Organizational Culture and Leadership. San Francisco: Jossey-Bass, 2010.