Corporate culture has become an important part of organizational structures for a range of reasons. In the modern workplace setting, employees of even profitable and successful companies are asked to follow either strict or loose corporate culture not only for enhancing the quality of interactions in the workplace but also to ensure that they follow the established objectives in terms of a corporate mission and vision. For example, in the case of Uber, workers are expected to subscribe to fourteen company values such as being “obsessed with the customer” or “always be hustling” (Isaac). The importance of such values for Uber is attributed to the fact that they have helped the company to gain a competitive advantage and expand to operate in more than seventy countries.
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As proposed by Edgar Shein, organizations that do not establish a cohesive set of values in the workplace are less likely to be successful. The scholar developed a three-tiered model of organizational culture, including artifacts, values, and basic assumptions, all of which are intended to bring companies to new levels of competitiveness. Thus, a corporate culture is important even in cases when companies seem successful as there are multiple other goals that organizations are pursuing. For example, procedures of conflict-solving are also embedded in the set of cultural values for ensuring the positive shaping of relationships in the workplace. Teambuilding and collaboration between workers are also embraced in the organizational culture of companies as they are likely to enable the sharing of ideas, opinions, and best practices. Overall, a corporate culture is an essential part of creating a successful organization in terms of delivering services to customers, creating products, or establishing positive relationships between employees.
Isaac, Mike. “Inside Uber’s Aggressive, Unrestrained Workplace Culture.” NY Times. 2017, Web.