Table of Contents
2.0 Critically assess the workplace culture of the organization.
3.0 Evaluate an organization within its broader environment using appropriate environmental and organizational analysis techniques.
4.0 Critically appraise the cultural and ethical behavior present in Sainsbury’s.
A system of sharing ideas, values, and beliefs that oversees the behavior of people in the organization is known as organizational culture. The people of the organization are greatly influenced by these shared values. These shared values also have an impact on the dress code and the workers’ performances. The organizational culture of Sainsbury’s plc has discussed in this paper. Sainsbury’s Plc is the leading Britain retailer among the world’s top three retailers. They manage 3,700 stores in the world and they have about 280,000 employees.
Firstly the paper assesses the workplace culture of the organization and the workplace culture of Sainsbury’s. Different types of organizational culture have been discussed in this section. Organizational ethos and values as well as how Sainsbury’s is practicing the ethos and values are described in this section. In the next section, the external and internal environment of Sainsbury’s is described. Different models and theories are used to analyze the business environment of Sainsbury’s. Finally, this paper appraises the cultural and ethical behavior present in Sainsbury’s.
2.0 Critically assess the workplace culture of the organization
2.1 Concept of organizational culture
According to Mac Lin and Marshall (2013), the combination of values, traditions, beliefs, principles, and attitudes that complete a broad outline for the workers is called organization culture. Organizational culture is the company’s elementary belief which is adopted by the client and shared by employees. Many scholars give different definitions of organizational culture. The common value of the company is organizational culture, which grows the understanding of the company’s scope as well as limitations. States consider organizational culture as an efficient control tool that has the ability to influence the thinking, beliefs, and values of the people. In other words, the use of organizational culture can achieve internal control and take the benefits of company chances. Organizational culture includes values of organization, beliefs, and practices of work. It is sort of the way of thoughts and feelings that are approved by constitutional members. The organization can develop a culture at different levels: a) Culture and nation; b) National culture; c) Organisational culture; d) Corporate culture; e) Professional culture, and f) Culture and management.
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2.2 Types of organizational culture
In accordance with Browaeys and Price (2015), there are four basic types of organizational culture that exists and they are:
In accordance with Browaeys and Price (2015), the employees’ behavior is regulated by formal rules and standard functioning actions in this culture. This culture continues stability. The organization of bureaucratic culture provides quality products and services. Examples include government ministries and fast food establishments.
In accordance with Browaeys and Price (2015), in a clan culture, the behavior of the person is formed by tradition, faithfulness, personal assurance, broad socialization, and self-management. In this culture, unity has acquired via socialization. In this culture, long-term workers work as counselors.
In accordance with Browaeys and Price (2015), in market culture, values and regulations reflect the importance of attaining assessable and challenging goals, which are mainly financial and market-based. Companies with a market culture are inclined to emphasize increasing sales, profits, and market share.
In accordance with Browaeys and Price (2015), from the perspective of an entrepreneurial culture, organizations are identified by the risks and the high levels of creativity.
According to Huczynski and Buchanan (2014) organizations use the following four types of culture:
In accordance with Mullins (2015), and institutional culture can be found in small entrepreneurial organizations where central images exercise power on a personal basis and depend on beliefs, recognition, and personal communications for becoming more effective. There are comparatively few rules and policies and little administration……………