click to edit master subtitle style 8/18/11 corporate culture & image building dr. sarita r....
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Click to edit Master subtitle style
8/18/11
Corporate culture & Image Building
Dr. Sarita R. KarangutkarAssistant ProfessorVMV Commerce, JMT Arts & JJP Science College, [email protected]
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CultureThe word "culture" is most commonly used in
three basic senses:
Excellence of taste in the fine arts and humanities, also known as high culture
An integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for symbolic thought and social learning
The set of shared attitudes, values, goals, and practices that characterizes an institution, organization or group
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Definition
"the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.”
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Corporate culture is the total sum of the values, customs, traditions, and meanings that make a company unique.
"the character of an organization", since it embodies the vision of the company’s founders.
values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior.
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Organisational Culturepsychology,
attitudes,
experiences,
beliefs and values (personal and cultural values) of an organization
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MisconceptOrganizational culture and corporate culture
are often used interchangeably but it is a mistake to state that they are the same concept.
All corporations are also organizations but not all organizations are corporations.
Organizations include religious institutions, not-for-profit groups, and government agencies.
Corporations are organizations and are also legal entities.
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Corporate identity is often viewed as being composed of three partsCorporate design (logos, uniforms,
corporate colours etc.)
Corporate communication (advertising, public relations, information, etc.)
Corporate behavior (internal values, norms, etc.)
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Best PracticesDifferentiation
Relevance
Coherence
Esteem(Reputation)
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TypesTough-guy culture or macho culture.(quick
feedback and high rewards)
work hard/play hard. (strong customer service, multiple team meetings)
bet your company culture. (End result are not bothered for)
process culture. (bureaucracy)
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ElementsPeople and empowerment focused
Value creation through innovation and change
Attention to the basics
Hands-on management
Doing the right thing
Freedom to grow and to fail
Commitment and personal responsibility
Emphasis on the future
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Benefits Competitive edge derived from innovation
and customer service
Consistent, efficient employee performance
Team cohesiveness
High employee morale
Strong company alignment towards goal achievement
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major reasons attract high level talent
keep your top level talent
energy and momentum
view of work
more efficient and successful
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Analyze the organizational culture of a potential employer?
beyond the salary and benefits
fits with their personality("Casual Friday“)
social identity
Acceptance
unspoken guidelines
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ObstaclesUnique
identity,
communication problems,
human resources problems,
ego clashes,
inter-group conflicts,
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Cultural innovationsCreating a new culture: recognizing past
cultural differences and setting realistic expectations for change
Changing the culture: weakening and replacing the old cultures
Cultural maintenance includes:
Integrating the new culture: reconciling the differences between the old cultures and the new one
Embodying the new culture: Establishing, affirming, and keeping the new culture
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Why is Image Building Necessary?
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Image:Internal stakeholders
Management
Bureaucrats
Politicians
Venture Capitalists
User Publics
Suppliers
Industry Analysts
Consultants and Recommenders
General Public
Media
Local Neighbourhoods
M All Impressions
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Promotion ObjectivesBuild a favourable opinion about an
Institution by stressing its expertise, management capability, skills, technology and so on;and to offset negative attitudes
To sell the organization as a good employer
To shape the behaviour of staff, clients, and others for the benefit of the Institution
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StepsSelf Assessment
Research & Evaluation
Image Research
Statement of overall Objectives and Strategy
Development of the identification system
Implementation & Continuity
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Why Research?Sets the baseline for awareness and attitudes
It identifies areas of lack of understanding and misperception among audiences -- builds database
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O p t i o n sExisting image : Modified or modernised
withoutmajor change in name or symbol.Uniformity can be achieved and a sense of progress indicated
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A completely new image may becreated. Strong programme to establish it immediately.Simplify identity
(Short forms)
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M e d i aAnnual reportInfluential personsSpreading the word
Researchers as Mentors
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M e d i aAdvertisingAnniversary, New programmes,Awards,recognitionsPublications
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Open Houses and FeedbackComplaints are a form of feedback
Invited criticism leads to increased goodwill
Public organizations cannot afford to take a low profile
Tolerance increases once effort is known
But remember, good services are always taken for granted and seldom praised
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Advantages of a favourable ImageInnovative and dynamic
Helps treatment of emergency news
Growth oriented organization
Public is familiar with the Institution
Cares about public interest
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THANK YOU ALL