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‘The official corporate culture of a business is usually very different from the real corporate culture.’ Explain the difference between official corporate culture and real corporate culture - VCE - SSCE Business Management - Question 3 - 2021 - Paper 1
Question 3
‘The official corporate culture of a business is usually very different from the real corporate culture.’ Explain the difference between official corporate culture ... show full transcript
Worked Solution & Example Answer:‘The official corporate culture of a business is usually very different from the real corporate culture.’ Explain the difference between official corporate culture and real corporate culture - VCE - SSCE Business Management - Question 3 - 2021 - Paper 1
Step 1
Explain the difference between official corporate culture and real corporate culture.
Answer
Official corporate culture refers to the stated values, beliefs, and practices that a business promotes, often seen in mission statements, corporate policies, and branding materials. It embodies the organization's ideal image and how it wants to be perceived by both internal and external stakeholders. In contrast, real corporate culture reflects the day-to-day behaviors, attitudes, and unwritten rules that actually occur within the organization. This includes how employees interact, how decisions are made, and the overall working atmosphere.
The disparity between the two can lead to issues within the organization, such as employee disengagement, if the real culture contradicts the official stance. For example, if a company claims to prioritize employee wellness but has a high-pressure environment with unrealistic expectations, employees may feel that the official culture is misleading.
Step 2
Propose and justify two management strategies for developing a corporate culture that promotes the achievement of business objectives.
Answer
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Leadership Commitment to Transparency: One effective strategy is for leadership to model transparency in communication and decision-making. This involves sharing information about organizational goals, challenges, and successes with all employees. Such openness not only builds trust but also aligns the real culture with the official culture by fostering an environment where employees feel valued and included. For instance, regular town hall meetings can be utilized to engage employees and ensure they understand the company’s objectives and how their roles contribute toward them.
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Employee Involvement in Culture Development: Another strategy is to involve employees in shaping the corporate culture through initiatives and feedback mechanisms. This could include setting up employee focus groups or suggestion boxes that allow team members to voice their opinions on workplace practices and policies. By empowering employees and integrating their insights, businesses can cultivate a culture that not only reflects official values but also resonates with their actual experiences, thus promoting better alignment with business objectives.
Step 3
Describe one advantage of on-the-job training as a strategy for improving the effectiveness of employees.
Answer
One advantage of on-the-job training is that it allows employees to learn in a practical environment, directly within their roles. This type of training fosters a deeper understanding of specific tasks and processes, as employees can immediately apply what they learn and receive instant feedback from experienced colleagues. For example, an employee at Rabwood Mutual learning to interact with clients can practice these skills in real-time, improving confidence and competence in their job.
Step 4
Describe one disadvantage of on-the-job training as a strategy for improving the effectiveness of employees.
Answer
A disadvantage of on-the-job training is that it can disrupt workflow and productivity. If experienced employees dedicate time to train new hires, this might divert their focus from their own responsibilities, potentially impacting the quality of service. Furthermore, if not managed properly, the training might not provide consistent or sufficient instruction, leading to gaps in knowledge and skills that could negatively affect overall business performance.