StarGlobal‘s corporate culture.
What steps would you now advice to Bob Lewis so StarGlobal’s corporate culture might be changed positively?
A company’s culture forms the basis of its identity and creates the impression of how its management operates. Culture ostensibly refers to the values, attitudes, beliefs, and behaviors within an organization. Cultural behaviors and statements become part of the organization when the executives start articulating and practicing them and they even become operationalized as part of the organizations routine procedures. This forms a pattern of how employees should behave and over the years they form the foundation of the organization culture. Firms with strong beliefs and cultures achieve better results because the employees are focused and they share a bond just like a family, the organizations culture brings about a feeling of unity which makes them work as a team. (Fishbein, M., and Ajzen, I., 1975)
Bob Lewis has to adopt principles of corporate social responsibility in his StarGlobal’s corporation. These principles entail interacting with all the stakeholders of StarGlobal’s company. These are all those who are affected by the actions or inactions of StarGlobal’s activities or business operations. StarGlobal has to be involved in the activities around its neighborhood and participate in sports and environmental promotions. These interactions and promotions will draw attention to StarGlobal’s businesses and activities and Bob Lewis can utilize the situation to also promote the products of StarGlobal and also take advantage of the moment and market itself as the number one preference of the people in the area. The local community will also identify itself with StarGlobal as part of its community and assist where they can. These way a natural culture associated with StarGlobal Corporation will develop and grow with a potential of raising the profile of StarGlobal Corporation into a very competitive company in the locality.
- 2. What are some examples of behavior controls you would put in place at StarGlobal? Output controls and input controls.
StarGlobal Corporation is an international company with many branches worldwide. It has many employees coming from different countries and backgrounds. The employees have different religious beliefs, customs, cultures and they come from different races and nationalities. This situation naturally needs a form of control on cultures and races.
The different backgrounds and races need not be a deterrent and stumbling block to the achievement of the overall company strategic targets and objective instead with the implementation of sound co-existence policies within the corporation and even outside the company, these culture’s can be the source of strength and motivation for the management and staff of StarGlobal Corporation.
Behavior controls may include the prohibition of racial, gender or any other form of discrimination. Avoidance of religious fanatics among the staff should be practiced as it may cause frictions among the different employees from different faiths and denominations. The use of demeaning words among the staff themselves must also be avoided and discouraged as it may lead to hatred and hard feelings among them which can lead to poor performance and under achievement of company objectives.
The staff who are being transferred and being relocated to foreign countries have to be briefed and informed of the different expectations and cultures that are part of the community they will be expected to interact with. They also have to be acquainted with the behavioral policies and controls practiced in the respective community. This will prevent culture shock among the expatriates moving from their home countries to foreign branches.
The expatriates moving back home will need also to carry back home only positive cultures and values.
Behavior-control and output-control are different concepts and methodologies managers use in control systems. The requirements of an organization are determined by its strategic targets, its size and other variables. Behavioral controls include the procedures and steps taken to monitor, direct, evaluate and compensate employees. These controls are meant to influence the employees positively and with the sole objective of drawing the best from the employee.
The example of such controls may include controls to monitor employee behaviors, directing and evaluating their abilities and activities based on subjective measures. The managers have to make sure that the employee’s job input and behavior shows and reflects their expectations.( Briscoe, R., Ichuler, S., and Claus, L., 2009)
If you were building a case analysis to lobby for the controls above, why should you begin a case analysis with a financial analysis? When are other approaches appropriate?
A financial analysis provides the basis of analysis on past performance and production cost. It gives an overview of the operations and the financial estimates of the company. The effect and success of the above measures ultimately depend on the financing department.
To ensure that the above controls are effected and there is cooperation among the staff, the corporation has to motivate and encourage the employees to adopt and embrace the changes positively. To attract and employ employees who are professionals and are committed, StarGlobal has to be ready to spend slightly more than average wages payable in the market.
The other approaches may work, for instance basing the cases on similar companies that have adopted such approaches. These may be convenient but may give erroneous results as not all employees have similar behavioral practices.
References
Briscoe, R., Ichuler, S., and Claus, L. (2009) International Human Resource Management. New York.Routledge publishers.
Fishbein, M., and Ajzen, I. (1975). Belief, attitude, intention, and behavior: An introduction to theory and research. Reading, MA: Addison-Wesley.
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