Cultural and Relationship Values Analysis Assessment

Introduction

The senior management and board of directors of different corporations are engaged in the process of managing various organizational aspects. These include monitoring, reviewing and development of ethical codes, culture and business conduct of their corporations.

The focus has always been geared towards areas where the company anticipates increased ethical risks. In this respect the board of directors usually target to help the organization and its employees in fostering a culture of mutual accountability and honesty.

However, it is very unfortunate that even the preluding problems cannot be evaded at any cost despite the participation and contribution of the senior management (Hartman & Desjardins, 2011). For instance, the well written avowals or statements which might incorporate the company’s business success, the operating norms, goals, visions and missions are not often guaranteed.

A review of the mission statements

When the fusion amidst Daimler and Chrysler took place, the issued joint mission statement was well articulated. The Daimler AG corporate credo had the corporation’s purpose, mission, goals as well as the shared values and beliefs. The goals of Daimler AG included attaining sustained growth, globalization, integrated enterprise, unique portfolio, superior profitability and delighted customers.

However, the mission for this company was the integration of two well-known corporations so as to become a universal enterprise which is most respected and a successful provider of transportation and automobile services and products by the fiscal 2001 (Sundrum 2006, p.5).

Daimler AG similarly had a joint purpose for being a global leader in generating superior values to the company’s shareholders, employees and customers. The shared values and cultural beliefs of this company comprised of responsibility, agility, profitability, excellence, speed, quality, openness, inspiration, teamwork, innovation and customer focus.

In contrast, the corporate value and mission statement of Xerox Corporation was based on excellence, communication, integrity and respect. Basically, its mission values and vision statements affirmed that the business entity would aspire to treat others the same way it would want and expect to be treated. The corporation’s fraternity has no room for tolerating disrespectful and abusive treatment.

In fact, the mission statement declared that arrogance, callousness and ruthlessness do not belong to Xerox. The Xerox board of directors approved the ethical code that the company adopted (Lucas & Ogilvie 2006, p.7).

The ethical code emphasized that all the employees and officers of Xerox, its affiliated corporations as well as subsidiaries would be accountable for carrying out the company’s business affairs in line with the relevant bylaws and in an honest and moral manner.

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It was well-articulated in the Xerox mission statement and ethical code of conduct that the employees of Xerox will not in any manner conduct themselves in a way that could bring separate personal financial gains to a worker and in turn directly impact the employment contract between that worker and the corporation.

That is, given the reputation and respect that Xerox had acquired, no employee, according to the corporation’s mission statement, was expected to carry out activities that were considered to be either indirectly or directly detrimental to the company’s best interest.

A company with values-based culture

Daimler AG is amongst the corporations that have adopted value based culture. As compared to Xerox Corporation, Daimler AG has tried to do things in the correct way. The value based culture of Daimler AG embraced collaboration (Sundrum 2006, p.5).

The company had grounding practices and values that supported the work environment. The system had rules, regulations, cultural values and practices that improved both the external and internal interactions.

A company with compliance-based culture

From the above stipulated mission statements and various other reports, it is apparent that Xerox is one of the companies that embrace compliance based culture (Lucas & Ogilvie 2006, p.7). This is because Xerox actions are controlled or determined by the laid down company rules and regulations. The attainment of the corporation goals depends on the compliance with the company policies.

Fundamentally, employees of the company are expected to adhere to the company core value policies while conducting their activities or implementing the organization programs. In addition the company management or employees are expected to refrain from those behaviors that are considered to be unethical such as bribery, corruption and any other forms of misconduct (Burns, n.d).

The preferred company

Based on the different cultures adopted by Xerox (compliance based culture) and Daimler (value based culture), I would prefer working in value based culture that Daimler embraces. This is because the culture adopted by Xerox is very corrosive as it erodes the public confidence and trust.

It tolerates actions which are likely to benefit individuals but becomes expensive to all workers and the company in case an incidence like corruption occurs. Therefore, the value based culture adopted by Daimler is deemed the best as it is open to whistle blowing and requires ethical leadership commitment.

Summary and conclusion

In summary, when an organization clearly articulates the employee and cultural relationship values in the mission and vision statement, aims become more visible. A lived or visible culture tends to form the significant checks and balances since it is anchored on attributes such as stewardship, integrity and behavior.

Thus, by examining these two corporations’ internal values, it is worth concluding that value based culture should be preferred to compliance based culture as it makes everything visible.

Furthermore, value based culture as opposed to compliance based culture has grounding practices that inhibit unethical behaviors or unexpected code of conducts. In the future or current professional environment, I would apply value based culture to ensure that goals and objectives are more visible.

References

Burns, U. (n.d). Xerox code of business conduct: Connecting with our core values. Retrieved from < http://www.xerox.com/downloads/usa/en/i/ir_Code_of_Conduct_EmployeeHandbook.pdf >.

Hartman, L. & Desjardins, J. (2011). Business ethics: Decision making for personal integrity and social responsibility. New York, NY: McGraw-Hill.

Lucas, L. M. & Ogilvie, D. T. (2006). Things are not always what they seem: How reputations, culture, and incentives influence knowledge transfer. The Learning Organization, 13(1), 7.

Sundrum, E. (2006). Moving beyond compliance and control: building a values-based corporate governance culture supportive of a culture of mutual accountability. Int. J. Corporate Governance and Ethics, 10(14), 1-18.

Appendix

Internal Organizational Values Matrix

Complete the matrix by inserting the appropriate information from your research for each of the components listed for each of the selected companies.

Internal Values Values-Based Company (Daimler AG)

Compliance-Based Company (Xerox Corp)

What elements from the website indicate that the organizational culture is team-based or individual-based? Provide examples. Daimler embraces team based culture of shared responsibility in all work processes.

The company has mutual trust among the employees, and empowers employees to take part in planning, goal-setting and the general organization of the company.

Moreover, the company has adopted the culture of shared responsibility in self management, accountability and performance.

Most importantly, the company has incorporated the value of shared leadership in all the structural levels.

For instance the company has used the non-traditional and innovative work environment as well as relying on teams in order to achieve its objectives.

Xerox also supports the team based culture. The company values diversity in its work environment and use this diversity to breed creativity and innovation which is instrumental for the success of the business.

The company also provides supportive work environment that enhances the teams’ creative atmosphere. Moreover the company has enacted a shred leadership practices that values diversity.

For example, the company has emphasized the value of each individual contribution in forming teams that is creative, innovative and productive which is essential in attaining the company objectives.

Based on information from the website, how do you think each organization integrates its values into its mission statement and corporate culture? The shared values and cultural beliefs of this company are aimed at achieving the company mission of attaining superior value to its stakeholders.

The shared values and cultural beliefs that include responsibility, agility, excellence, quality, openness, inspiration, teamwork, innovation and customer focus are part of the wider goal of achieving the company mission

. In fact the corporate culture of the company is based on these shared values.

The company six core values are tailored towards achieving the company core mission of ensuring that people get better ways of constantly doing their business.

That is the mission statement of the firm incorporates core values and principles that define how the firm deliver value to the customer, relationships, conduct and align the production process.

What information is available on the websites of how each organization communicates its internal values? Internal values of the organization are contained within the company code of conduct which is provided to the newly recruited employees.

In fact, the company values are always given to the employees as part of orientation and employment training.

All employees are provided with a copy of code of conduct that spells out the company values both internal and external. Moreover the company establishes Open Door procedures that employees may use to air work related issues.

In addition, the company conducts communications among all levels of employees in an open and honest manner, subject to legal and competitive restraints.

What employee relationship values are articulated on the organization’s website? What values are missing that you think should be there? All the conducts that govern relationships are founded on Daimler core values that include respect, integrity, passion and discipline.

These values control the relationship not only within the employees but also to all the stakeholders. However the core values should be extended to incorporate diversity and inclusiveness.

Xerox has a corporate culture that is inclusive and provides equal opportunities to all employees. The company treats people both internally and externally with dignity and respect.

The company does not condone harassment, bullying and unlawful discrimination. Moreover the company embraces diversification among its employees. However the company lacks values that enhance motivation.

To what extent does the website include employerresponsibilities such as health and safety, diversity, and affirmative action? To what extent are these responsibilities consistent with the organization’s internal values? The company corporate policies include those that are concerned with occupational health and safety.

In fact the corporate policies are in accordance with the core values which are then put in concrete terms. In other words the corporate policies expand on the core values and make them practicable or easier to implement.

Though diversity and nondiscrimination is also part of the corporate values, they are included within leadership and team building.

Diversity within the organization is seen as a competitive advantage that goes beyond the differences of any kind and embraces attributes such as divergent thinking as well as different work styles.

Besides the company provides a work environment that is safe, secure, and free from danger. In addition the company work environment is free from intimidation, threats and violence.

The health of its employees, customers as well as any other stakeholders is given first consideration before economic and political precedence.

All these are tailored towards the attainment of the company goals. Indeed the company internal values embrace diversity, equal opportunities, safety and secure work environment.

To what extent does the website include employeeresponsibilities such as health and safety, diversity, and affirmative action? To what extent are these responsibilities consistent with the organization’s internal values? The company corporate policies include those that are concerned with occupational health and safety.

In fact the corporate policies are in accordance with the core values which are then put in concrete terms.

In other words the corporate policies expand on the core values and make them practicable or easier to implement.

Though diversity and nondiscrimination is also part of the corporate values, they are included within leadership and team building.

Diversity within the organization is seen as a competitive advantage that goes beyond the differences of any kind and embraces attributes such as divergent thinking as well as different work styles.

Besides the company provides a work environment that is safe, secure, and free from danger. In addition the company work environment is free from intimidation, threats and violence.

The health of its employees, customers as well as any other stakeholders is given first consideration before economic and political precedence. All these are tailored towards the attainment of the company goals. Indeed the company internal values embrace diversity, equal opportunities, safety and secure work environment.