Corporate Culture's Workplace Impact

Introduction

The ideology, belief and principle of a business organisation form the culture. The culture of the workplace has a profound impact on the employees and controls behaviour among themselves as well as external stakeholders of the organisation. The corporate culture can be termed as one of the ways that decides the mode of interaction among the employees. The assignment works for obtaining a right idea about Marston's PLC existing corporate culture of the business. The organisation is highly dynamic and evolves with the change in consumer demands.

Corporate culture and impact of the same in organization

Corporate culture is defined as the unique set of belief mission values and purpose that centre the company culture. The prime strength of a corporate communication function is the ability to understand the possible values of the company while determining to work on the same. Organisations continuously make use of the term suggest character to describe themselves in terms of values, mission and vision. However, as stated by Abratt and Mingione (2017), is often implemented to describe the framework of decision making and the parameters within which the organisation is operating centred around leadership or integrity. However, very limited effort is often made today to recognise character and cultivate the character of a business organisation. Furthermore, culture characterizes spontaneously and may not be desired as one of the consciously cultivated and managed entities (Melewar et al. 2017).

There remains a question about the origination of character. Ethics is termed as the backbone and origin of organisational character and the foundation of concept giving rise to ethics. Unfortunate ethics is an under discussed term in the corporate world. Organisational ethics comprises individual ethics but due to larger influence of organisation on culture the ethics in organisation exist independently irrespective of the individual (Simões and Sebastiani, 2017). The synergistic existence of organisational ethics states the organisation needs to have its own ethical character. A closer look at the core concept of ethics and culture can help in maintaining a diligent and consistent ethical organisational character. The core values of the organisation are of prime importance as it determines the belief system. If the culture organisation is never defined, it can lead to inconsistency in decision making even contradictions (Glanfield et al. 2017). The intended outcomes may damage the relationship with employees, stakeholders and public as expectations are not achieved leading to loss of trust (Balmer, 2017). An organisation cannot be ethical and have a good character to express in absence of strong understanding of their cultural values. Conducting a research on internal components and refinement of existing organisational value is important at all levels. An organisation is to determine the approach to decision making best paired with ethical values. Words on serving the public interest are comfortable in consequences based approach seeking the outcome that serves the customers with greater care.

For an individual the closest personality trait with social relationships is the character. It is often perceived that human behaviour is consistent with analysis of one's character and important aspect of personality referring to individual psychological characteristics as well as a mechanism of collecting relative durability of the organisation. The concept of organisational character existed for a long time. Gregersen and Johansen (2018) propose the fact that organisational character is similar to individual personality that can be perceived by the external world. However, Nguyen et al. (2018), argued that unlike the personality of an individual, corporate character should reflect the expectations of the shareholders regarding organisational performance. Similarly, Melewar and Skinner (2018), suggested there remains a certain disparity between individual personality and corporate culture. Existing research literature confirms that survey tools pertaining to individual personality are not suitable enough to measure organisational character. Thus, the concept can be termed as a multidimensional construct.

In terms of component analysis organisational character has been categorised as per dimension. As per the study put forward by Devereux et al. (2020), dimensions of corporate culture are cooperative, business-wise, successful, character, withdrawn and dynamic. Malik, Aslam and Aslam (2018), state the fact that organisational culture is deeply rooted in actual business operations directed by personal individuality. The deductive method is implemented based on personality type theory

Impact of corporate culture on company reputation

Business organisations irrespective of their size have a culture. A healthy corporate major works on imparting value to each employee while working as a team to meet organisational goals and personal needs. Healthy corporate culture works on improving performance of the business in several areas that can be underlined as follows (Karaosmanoglu, Altinigne and Isiksal, 2016):

Employee retention: Marston values the workers for their contribution to business, high moral and experience of the employees and works on creating a positive attitude towards the business. Employees with a proactive attitude tend to remain loyal, reducing employee turnover. As influenced by Ansoglenang, Awugah and Thompson (2018), worker turnover has a high cost business coupled with increased cost for hiring and training the new recruits. A healthy corporate culture can work on retaining the valuable employees and reducing the associated cost of human resources.

Reputation: companies with a healthy corporate culture can successfully gain a positive reputation among the existing workers attracting new talent and skill to the business. Additionally attracting high quality workers allows the company to charge higher for their services and products increasing the value of the company within the industry. However, customers often prefer to conduct business with an organisation with a solid corporate reputation (Tourky et al. 2020).

Productivity: A high rate of improved employee morale within the business organisation works on increasing the level of productivity. While the workers work on enhancing the level of productivity the financial health of the organisation tends to improve with increase in the profit margin (Flint, Signori and Golicic, 2018). The employees tend to benefit from the increase in the level of productivity resulting in greater employee benefit and higher salaries.

Quality: healthy corporate culture works on encouraging the employees to deliver optimum quality of services and products. Business organisations valuing the highest standards form an atmosphere for the employees for delivering products that can meet the standards of the company (Michaels and Grüning, 2018). The Martson's is an ancient British brewery pub that is known for its high quality products. Hence cultural standards for maintaining product excellence is an important factor for enhancing the repetition of high quality products.

Analyse corporate culture in chosen business organization

Analysing the corporate culture often demands looking at the belief and behaviour of the employees and leader. While some characteristics of the culture may be clear others may be harder to define. The use of tools to determine the organisational culture may emerge as a potential challenge; however, the brewery needs to abide by strong cultural rules to help in designing the right kind of product and services as per the perception of the customers (Gupta, 2016). A helpful way of analysing the culture of the chosen company is to explore the key attributes of how the decisions are made and the employees are treated. It is evident to say that each organisational culture techniques of several attributes there exist examples that promote the different the standing of the actual corporate culture: leadership involvement is termed important as a leader is perceived as a catalyst for driving change within the organisational culture if needed. Democratic leadership style can be termed as the best way of ensuring innovation within the organisation. The chosen brewery is highly dependent on the number of customers. An increase in the number of customers can provide better profit margins and advantage to the business. However it should be duly noted that increasing customers can be achieved by enhancing services and range of products (Foroudi and Nguyen, 2019). The implementation of democratic style of leadership can support the culture of innovation leading to better products and services.

The process of decision making examines the possible way that can be implemented in order to understand the voice in decision making of the stakeholders. The current organisation makes use of a centralised model of decision making as it suits it as per the hierarchy culture (Mohammed et al. 2016). In addition to the regions important to note how the employees communicate internally. Internal communication among the employees can help in and provide a wide insight about the corporate culture of the organisation. Systematic research suggests that certain modes of communication help in understanding the degree of openness and honesty between the leaders and the employees (Tourky, Kitchen and Shaalan, 2019). Open innovation is of prime importance in the case of Marston's. It is the innovation that creates the organisation driven in producing news flavours of beer and attracting the customers.

While analysing the culture it is important to know that organisation approaches the possible risk and evaluates ideas for new innovation. A culture of innovation is not limited to the growing small breweries. Embracing the rest on the path to innovation is a risk effect that needs a lot of time and monetary resources to be tackled. Hence, big organisation with experience about the market needs the money to invest in innovation (Fuoli, 2018). Approaching the change to management can be termed as a great way of organising the important characteristics of the company. Changes are constant in nature and the way a company embraces change and approaches it is a lot about the company culture (Jayanti, 2018). If the changes welcome and organisation lease out strategy in managing the change then it reflects presence of a flexible work culture

Corporate culture type in Martson’s

The organisation in the chosen context exhibits a leadership type personality looking for ways to build a better future. The company is one of the oldest breweries in Britain and continues to hold the position even after decades. The business is highly independent as it sources its own raw materials and works internally to meet the organisational demands (Abratt and Mingione, 2017). The manager often delegates through teams to employees ensuring equal distribution of labour. The biggest fear of this leadership type personality is falling into a specific routine. As influenced by Melewar et al. (2017), the leaders or type A personality, enjoy change and intend to remain focused on their activity. Routine can make the task monotonous and cause shift of concentration from the core competencies as the employees need to concentrate on maintaining a systematic routine. The leadership type of personality is usually found in business managers as their head dismissive and persistent in obtaining what they wish for.

The company is driven by hierarchical structure and the employees are socializer type personalities who love interaction and being the centre of attention. As stated by Balmer (2017), interaction can be termed as one of the greatest ways giving rise to innovative ideas. For a business like Martson's it is important to ensure continuous innovation that can help in ensuring a competitive advantage (Glanfield et al. 2017).

Ways to understand the organizational culture

Every organisation and culture has scope for improvement and here are the possible steps that can be implemented to ensure that there is evident change within the corporate culture:

First it is important to identify the existing cultural gap with the help of two searches: cultural assessment and survey. Identifying the gap can work on analysing the culture Martson's have and the weight compares to the culture the business wants (Nguyen et al. 2018). A gap analysis not only helps the business to define the existing culture it can deliver new inside relating to employee attitudes that may have previously been misunderstood. Secondly, it is important to develop a plan for new culture. Once the manager has identified the intended culture it is important to develop a strategy for obtaining it. Changing the corporate culture demands training for new skills, and have the employees, managers developing behaviour that may lead to success. Reinforcement of new culture can be termed as one way of sustaining cultural change leading the managers to continue the use of previously implemented tools that can provide significant help to scan help in managing the ongoing business (Tourky et al. 2020).

Finally it can be conclusively stated culture is a unique proposition in every organisation and analysing it properly is a process of observation. Irrespective of the organisational culture it is important for the company to provide employees with the needed skills training for adjusting their behaviour as per the organisational culture. In order to enhance the existing organisational culture and ensure a strong identity of the company, the managers need to think about and analyse the culture of the company (Gupta, 2016). The use of Johari windows can help in informing the employees about the organization and ensure better organizational performances by the employees.

The framework provides perspective about the organisation and the employees. The johari window is a great way of analysing the prospects of the company and the way it is perceived by the customers. Obtaining an idea about the customers’ preferences and perspective can help the chosen company to overcome the possible challenges in market and design the products as per the need and preferences of the customer.

Coherent corporate identity strategy, to strengthen the organisation’s reputation

Martson's builds the best alcoholic beverage highly simplicity and offers the client the things that they plan to experience in the real world keeping the business running in a competitive landscape. However, before explaining the possible advantage of using a Framework it is important to develop and manage a strategy for the brand. As influenced by Tourky, Kitchen and Shaalan (2019), a brand is not only a combination of the physical asset purchase graphic interface on the marketing message, it comprises the intangible assets such as interacting with the customers, their perceptions and emotions. Developing a proper corporate strategy and interaction can be rightly controlled through the use of typography for making sure the messages are rightly communicated for influencing the perception of the customers about the business. By building the Framework one can make sure the customer messages are rightly supported and the corporate culture evolves as per the demands of the customer. Defining corporate personality can help in positioning the chosen organisation against the set of competitors and finding a niche within the market and influencing the perception of the consumers. Following are the ways that can be incorporated for forming a coherent corporate identity strategy for strengthening the reputation of chosen organisation (Mohammed et al. 2016):

the tangible part of the brain is to be controlled this is the brand identity

the intangible parts of the brand needs to be influenced and control can be regulated till a certain degree

The Framework is a conceptual structure that helps as a supporting tool guiding the formation and management of the assets owned by the business. Additional images show an initial point and frame of reference for creating clear modes of communication and positioning the needed message for the customers (Fuoli, 2018). Formation of a corporate strategy needs to be supported by strong research inclusive of the customer analysis, competitor analysis and self analysis. competitor analysis can help Martson's in achieving better pricing strategy and product placement strategy for getting the right kind of customers for business

It is important to identify the brand strategy that is understanding the purpose, vision , mission and values of the brand couple with the tagline and brand identity. The identity of the corporate identity can help the business to communicate with the customers (Devereux et al. 2020). in addition to that Martson's to dig into the current brand identity for understanding the scope of services and the products they can offer to the customers. The prime goal in the mentioned intervention is to understand the way a brand is perceived externally and internally. Obtaining accurate review and honest reflection is a sole way of understanding where the company's seeding and how to use it in the right direction (Tourky et al. 2020). Moreover it is important to know the person as the corporate identity is the face of the organisation reacting with the entire world and it should be created accurately to communicate with the customers. The chosen brewery is a British pub and hotel operator that acts as a heart of the local communities. The business categorises in need of traditional locals, family restaurants and fashionable centres for the younger generation. It is important that the business operations are carried out in such a way that it reflects the motive of the business (Melewar et al. 2017)

Conclusion

Corporate culture has gained prime importance in recent times. However there remains an evident gap of knowledge among operations to implement the power of corporate culture in the right way. The lack of needed training can be termed as one of the greatest barriers. However, training may often hinder the actual business performance leading to shift of concentration from the core competencies. Hence it can be conclusively stated a balance needs to be maintained in training the employees and implementing the corporate culture without causing any harm to the existing business operations

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