CULTURE

Developing Corporate Culture

[Name of the Institute]

Introduction3

Tesco3

Task 1 - Culture and Objectives4

Organizational Culture and Organizational Objectives4

Charles Handy Model4

Johnson and Scholes Cultural Web5

Organization and National Culture6

Corporate Cultural Profile of Tesco6

Understanding People7

Trust and Respect7

Quality7

Impact of Tesco's Corporate Culture in Objectives Accomplishment7

Task 2 - Improving Corporate Culture8

Existing Climate of Tesco8

Reward System8

Leadership8

Employee Well-being9

Standards9

Improving Corporate Climate in Tesco9

Challenging Roles for Everyone9

Leadership9

Improvement in Standards9

Framework of Organizational Values9

Accountability/Responsibility10

Transparency10

Corporate Social Responsibility10

Task 3 - Communicating the Culture10

Internal and External Stakeholders of Tesco10

Customers10

Colleagues11

Investors11

Industry11

Local Community11

Suppliers11

Effectiveness of Tesco's Existing Communication Strategies11

New Communication Strategies for Stakeholders12

Online Media12

Corporate Website12

Conclusion12

References14

Developing Corporate Culture

Introduction

Today's competitive landscape has made is essentially important for organizations to define their personality through culture. Culture is defined as shared set of values and beliefs that are considered essentially important within an organization. As mentioned earlier, culture defines the personality of an organization, so it cannot be faked in today's constantly evolving landscape. Culture is a unique combination of factors that defines the overall life experiences, strengths, weaknesses and development of the employees. Corporate culture is defined by the top layer of an organization through their actions, whereas employees contribute significantly in the success of organizational culture. In simpler words, organizational culture is a shared way of doing thing within an organization (Sergay, 2011). The shared understanding leads to a predefined behaviour that is acknowledged by all the participants.

This study highlights the importance of corporate culture on organization's success, and the managerial skills to influence the achievement of that culture. This study is divided into three tasks. The first task encompasses the models of organizational culture for the achievement of organizational objectives. The difference of national and organizational culture has also been assessed along with the corporate cultural profile of Tesco. On the other hand, the second task encompasses the existing climate of Tesco along with some recommendations to improve corporate culture within an organization. In the last task, the internal and external stakeholders of Tesco are elaborated along with the existing strategies to communicate with the organization.

Tesco

Tesco is the largest retailer operating across the globe with more than 530,000 employees (Tesco, 2013, p. 3). The core purpose of Tesco is to provide customers with quality products. This is done primarily through effective collaboration and communication within the organization. Making what matters better has been the core priority at Tesco. To achieve this philosophy, Tesco changed its core purpose by making significant changes within its values and operations.

Tesco aims to be the best across the globe. This is why Tesco promotes diversity within its infrastructure. The well-defined corporate culture has allowed Tesco to win the heart of its employees along with several customers. Million of customers are served within a week at Tesco (Tesco, 2013, p. 3). This implies that Tesco not only care about its employees, but also focuses highly on its customer loyalty.

Task 1 - Culture and Objectives

As defined by Hofstede (1980, pp. 21-23), culture is collective programming that differentiates a group from another on the basis of shared values, beliefs and ...