Overview of Woolworths Supermarket

Discuss about the Corporate or Organizational Culture for Woolworths.

In accordance with Hickman and Silva (2018), Corporate culture can be described as a culture which emphasizes on the values as well as attitudes, which characterizes the business firm. It has been observed that an internal culture of the business firm is expressed in its vision as well as mission statement. From the perspective of Jiang et al. (2017), A good corporate culture is one of the key determinants of a company’s success.  In the opinion of Zoghbi-Manrique-de-Lara and Ting-Ding, 2016), the main purpose for building a good corporate culture is to strengthen the relationship between the managers, executives and employees so that business goals can be achieved by the employees. A good work culture will help the skilled professionals to give their best input in their organization. It has been observed that a strong corporate culture in a company   motivates the skilled professionals to deliver their best performance within the organizational workflow.  Davidson, Dey and Smith (2015) commented that this approach of the workforce aids the business firm to fulfill the targeted objectives in order to sustain its comparative edge. This study focusses on the corporate culture or organizational culture of Woolworths. It has been noticed that a brief overview of the respective business organization has been covered in this particular study. This study also focuses on corporate culture of Woolworths. In addition to this, various factors impacting the corporate culture of the respective company are highlighted in this particular study. Apart from this, the impact of corporate culture on organizational success are covered in this specific study. In addition to this, various ways for enhancing the corporate culture of the respective business firm are explained in this specific study.

Woolworths Supermarket is a supermarket chain of Australia. It is a subsidiary company of Woolworths Limited. This company was established in 1924.  The headquarter of this retail company is situated at Bella Vista, South Wales. This organization mainly sells items like vegetables, meat, packaged fruits and meats (Woolworths.com.au 2018). However, it sells DVDs, magazines, household items and health as well as beauty items.  Apart from this, pet as well as baby supplies, stationary items are sold by this company in the retail sector of Australia. Presently, it conducts its business at 1000 outlets in the existing retail market of Australia. About 1,11, 000 skilled proffessionals work at this company. In 2015, approximately AUD 43 billion revenue has been earned by Woolworths Supermarket (Woolworths.com.au. 2018).

Corporate Culture of Woolworths

It has been observed that the company will be diligent and maintain dignity throughout the working procedures. The management of Woolworths believes in following a down-to-earth culture within its working environment. It has been observed that it offers friendly and positive atmosphere to its workforce (Sovacool. and Enevoldsen, 2015). It has been observed that the authorities working at this particular organization undertakes a customer-driven approach in order to provide a healthy life and simple life to its existing users and buyers of Australian retail market (Stone and Joseph, 2015).  Transparency in business dealings is being maintained by Woolworths in its workflow. In addition to this, company tries their best to fulfill the expectations of manufacturers, clients, suppliers, and team members. It is seen that this organization has strengthened its relationship with its supplier groups, which reveals the fact that they can offer their products timely to their customers (Zoghbi-Manrique-de-Lara and Ting-Ding, 2016).

This company aims to cater and fulfil the expectations of their customers. Therefore, they have already set their priorities, which is aligned with their strategic goals. Its first priority is to establish a store-led culture as well as team within its workflow. The second goal is to generating a durable sales momentum in the foods. The third priority is to expand its drink business by making it more convenient to its users and buyers. Woolworths aims to become the lean retailer via end-to-end procedures along with system excellence (Dempsey, 2015). Rewards and recognition plays a vital role in enhancing the corporate image of Woolworths. In this particular company, top performers receive certain benefits such as retirement funding and educational assistance. Efficient working professionals can avail benefits like discounts, healthcare and funeral cover.  It is seen that employees with disabilities receives disability benefits. Apart from this, guaranteed pay and variable pay are given by the management to its employees. Annual CEO awards are given to efficient workforce and teams of Woolworths (Guckian et al. 2018).

Various factors directly impact on the corporate culture of any business firm. According to Carlos Pinho et al.(2014), the people working at a company is considered as an important factor, which creates a direct impact on the company. From the perspective of Guiso Sapienza and Zingales (2015), mentality and interests of the individuals affects the corporate culture of a business firm. In addition to this, attitudes, perceptions as well as thought process also creates an impact on the organizational culture. As for example, if a company recruiting skilled professionals with an army background, then it has been observed that such individuals have a tendency to adhere to a strict culture within the working environment of the company. In other words, these employees usually follow all the rules and regulations of company’s policies as well as guidelines.

Factors Impacting Corporate Culture

It has been observed that the mission and the vision of the company is considered as one of the components, which influences on the corporate culture of an organization like Woolworths.  In the opinion of Strese et al. (2016), strategies as well as processes that are designed by the organizational management contributes to the corporate culture. As for example, event management business organization always look for workforce who are aggressive, and hyper active by nature (Fiordelisi and Ricci, 2014).

In accordance with Borodai (2017), the nature of the business also creates an impact on the corporate culture of the respective company. It has been observed that the aim, market along with business operations determines the corporate culture of a business firm.   The nature of the business operations also depends on the external environment. In this context, it can be stated that stock broking business organizations, financial service along with banks depends on different factors such  as demand and supply, earning per share along with market cap (Iglesias and Saleem,2015). Therefore, this termination of so many employees will create a negative impact on the corporate culture of the respective company (Stone and Joseph, 2015).

.In other words, if market fluctuates, employees sometimes feel demotivated towards their work, which leads to low productivity of the company. As opined by Groysberg  et al.( 2018), customers along with external parties are also responsible for creating an impact on organizational culture. It is mandatory for the employees to match the work-timing as per the convenience of the clients.  Moreover, it is seen that business firms like Woolworths dealing with UK as well as US clients have to work at night shifts because usually these clients are available at night. In this context, it can be stated that the employees working at these companies have to match their work time in order to mitigate the requirements of such international clients.

From the perspective of Korsakova et al. (2016), management style along with leadership style influences the organisational culture. It should be noted that there are some business firms which emphasizes on participative leadership.  Under participative style of leadership every employee can take part in the decision-making process. As a result, these employees shares a strong relationship with the managers of these firms. Good leadership and effective management style can help the company to form a strong organizational culture. For instance, Howard Schultz, ex-CEO of Starbucks is a good leader. Every individual is treated with equal dignity as well as respect under his leadership.

Impact of Corporate Culture on Organizational Success

Success of an organization is dependent on its corporate culture. Corporate cultures can be assessing on the basis of substance, strength as well as adaptability. It should be noted that a good corporate culture is formed in alignment with the missions and vision of the respective company. Korsakova et al. (2016) commented that company’s corporate culture should have set its priorities, in order to meet the targeted objectives of the business organizations. For instance, the mission statement of Google is ‘Don’t’ be evil (Entrepreneur.com 2018).’  This statement clearly indicates that its goal is to do ‘good’ for customers. On the other hand, the employees  should always strive for delivering their best performance within the working environment of the company. The mission statement of Facebook is to connect individuals all across the globe. This shows that it becomes easier for the company with a good corporate culture to achieve its targeted business objectives in order to retain in the  advantageous position in  the market. Every company seeks for hiring talented individuals. As a result, these companies post job advertisements, recruits professional recruiters in order to recruit talented employees for their organisations. Moreover, Clarke (2018) commented that talented individuals also search for companies cu a strong organizational culture where they will receive rewards and recognition for their good performance. As for example, employees enjoy working at Tesco because they get an opportunity to actively participate in recreational activities and they can opt for team outings. They receive promotions and salary hike for their good performance (Tescocontrols.com 2018). In addition to this, the culture of company can be termed as good culture if the company succeeds in retaining its skilled professionals for a long time(Woolworths.com.au. 2018). Stronger the culture, lesser the tendency of the workers to resign from the respective company. Therefore, Dempsey (2015) commented that it is the responsibility of the management to inspire the employees through offering rewards, appraisal and growth opportunities. As commented by Carlos Pinho et al. (2014), the company need to allow its employees to share their innovative ideas without any hesitation. As a result, employees delivers better performance. In this regard, it can be stated that encouraging passion and interests of the employees is the primary responsibility of the managers in order to build a strong corporate culture of the company. Strong brand identity is required for establishing a good corporate culture.

In accordance with Stone and Joseph (2015), communication issues is the most important issues that are faced by companies. Sharing information in all department becomes difficult for the companies like Woolworth, that leads to miscommunication between  its employees and managers . Besides, constant reinforcement of organisational values, beliefs as well as ethics is required in order to maintain  a healthy atmosphere within  the work culture of the company. In this context, it can be stated that  sometimes lack of leadership often leads to non-reinforcement of organisational values, beliefs and ethics.  In other words, mismanagement often leads to non-reinforcement of these values and  beliefs thereby setting an instance of poor corporate culture in business organizations such as Woolworths (Groysberg  et al. 2018). It has been observed that Woolworths was compelled to shut down atleast 30 stores and the management has curtailed employment of 500 staffs. It is seen that workplace culture is very strict as well as rigid in Woolworths. Therefore, employees are not allowed to take part in decision-making process. In this context, it can be stated that workplace issues are hampering the overall productivity of the respective organization. Lack of effective management has also created a negative impact on work culture of Woolworths.

Enhancing the Corporate Culture of Woolworths

There are different ways by which it is possible to develop an organisational culture. According to Dempsey (2015), it is very important for the company to create the pathway for the feedback in its work culture. Feedbacks shared by the employees enables the top authorities of Woolworths Supermarket to understand its weaknesses prevalent in its corporate culture based on which improvements would be made accordingly. In order to incorporate feedback system in the working procedures, it is required for the higher authorities of Woolworths to put a suggestion box at the entranceways and exit ways. Apart from this, it will be beneficial for Woolworths if it considers to install an automated software known as OfficeVibe within its workflow. It is suggested for the management working at Woolworths to adopt participative style so that employees can share their innovative ideas in front of the managers based on which effective strategies can be undertaken by the management. In addition to this, Groysberg  et al. (2018) commented that leading companies can create a panel where all employees will freely share their individual perspectives regarding the company. In this context, it can be stated that these feedbacks will let the employees know about their loopholes prevalent in the working procedures. In this regard, it can be stated that employees can share their opinions at the community pages of social networking sites such as Facebook, Twitter and Pinterest and the employers rectify the loopholes based on  the perspectives shared by the employees.

According to Witt et al. (2015), this sophisticated software will enable the workforce to share their honest feedbacks regarding this renowned retail company. In the opinion of Clarke (2018), it will be beneficial for the firms if it creates a scope for individuals to work collaboratively. In this context, it can be stated that business organizations like Woolworths to provide out-of-office training sessions to its team where they can freely share their thoughts and ideas in front of top-level executives and managers of this company. From the perspective of Quinn (2018), a company can build a strong corporate culture if it implements wellness program throughout its working environment. In this  context, it can be stated that the managers of Woolworths is to provide free gym memberships to all the employees in order to motivate them for leading a  healthy life. Apart from this, they can provide free snacks to its workforce. Quinn (2018)) commented that  this initiative will make the employees contented and it will make the employees feel that they are considered as  valuable assets of the respective organization.  Not only this, it will also increase  their satisfaction level and they would feel motivated to perform better within their  working environment.

 In the opinion of  Stone and Joseph (2015), the management of the respective company should organize   team outings in order to  make them  motivated. Apart from this,  the management should consider in organize extra-curricular activities within its working environment. From  the perspective of Groysberg  et al. (2018), this method of the management will increase the satisfaction index of its workforce and they will remain loyal towards  the company for a long time. In this context, it can be stated that company’s productivity will get increased in the due process.  It has been observed that high morale of the employees will inspire them to  give their best effort in this business organisation thereby increasing  the overall productivity and profitability of the respective business firm. In  addition to this, company can arrange recreational activities in its working procedures so that it is possible for the workforce to relax after meeting the company’s targeted objectives. Witt et al. (2015) commented that potential individuals should be given incentives in order to boost their confidence. These initiatives are useful techniques for causing developments to work culture of the respective company.  

Conclusion

From the above discussion, it can be stated that  corporate culture is the culture which shows how skilled professionals and management will communicate with each other. It is a  culture where employees are being inspired by managers to deliver better performance  in order to cater and meet the specified business goals as well as objectives. In this context, it can be stated that corporate culture plays a crucial role in establishing a strong brand image and equity in the eyes of the customers. It has been noticed that friendly atmosphere acts an effective technique for improving the corporate culture of Woolworths. In addition to this, rewards as well as recognition acts as an effective technique for boosting the confidence of the workforce. As stated above, Woolworths is facing work culture issues that has resulted in closure of 30 outlets. As a result, about 500 skilled professionals was terminated by the top-level management of this reputed supermarket chain of Australia. In order to restore its previous position, it is suggested for the management to change their style of managing of employees. In this context, it is suggested for them to adopt participative leadership style so that it can empower its skilled professionals to actively take part in the decision-making procedure.

References

Borodai, V., 2017. Brand of the employer as DNA of corporate culture of service company. European Research, (1), pp.34-35.

Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations. Journal of Management Development, 33(4), pp.374-398.

Clarke, A., 2018. ‘Culture’and its place in the corporate governance puzzle. Governance Directions, 70(1), p.10.

Davidson, R., Dey, A. and Smith, A., 2015. Executives’“off-the-job” behavior, corporate culture, and financial reporting risk. Journal of Financial Economics, 117(1), pp.5-28. 

DeMers, J. 2018. How Does Company Culture Actually Lead to Success?. [online] Entrepreneur. Available at: https://www.entrepreneur.com/article/254049 [Accessed 27 Apr. 2018].

Dempsey, J., 2015. Moral responsibility, shared values, and corporate culture. Business Ethics  Quarterly, 25(3), pp.319-340.

Fiordelisi, F. and Ricci, O., 2014. Corporate culture and CEO turnover. Journal of Corporate Finance, 28, pp.66-82.

Groysberg, B., Lee, J., Price, J. and Cheng, J., 2018. The Leader’s Guide To Corporate Culture HOW TO MANAGE THE EIGHT CRITICAL ELEMENTS OF ORGANIZATIONAL LIFE. HARVARD BUSINESS REVIEW, 96(1), pp.44-52.

Guckian, M.L., Chapman, D.A., Lickel, B. and Markowitz, E.M., 2018. “A few bad apples” or “rotten to the core”: Perceptions of corporate culture drive brand engagement after corporate scandal. Journal of Consumer Behaviour, 17(1), pp.e29-e41.

Guiso, L., Sapienza, P. and Zingales, L., 2015. The value of corporate culture. Journal of Financial Economics, 117(1), pp.60-76.

Hickman, C.R. and Silva, M.A., 2018. Creating excellence: Managing corporate culture, strategy, and change in the new age. Routledge.

Iglesias, O. and Saleem, F.Z., 2015. How to support consumer-brand relationships: The role of corporate culture and human resource policies and practices. Marketing Intelligence & Planning, 33(2), pp.216-234.

Jiang, F., Kim, K.A., Ma, Y., Nofsinger, J.R. and Shi, B., 2017. Corporate Culture and Investment–Cash Flow Sensitivity. Journal of Business Ethics, pp.1-15.

Korsakova, T.V., Chelnokova, E.A., Kaznacheeva, S.N., Bicheva, I.B., Lazutina, A.L. and Perova, T.V., 2016. Transformation of Corporate Culture in Conditions of Transition to Knowledge Economics. International Journal of Environmental and Science Education, 11(11), pp.4690-4698.

Quinn, P.J., 2018. Shifting corporate culture: executive stock ownership plan adoptions and incentives to meet or just beat analysts’ expectations. Review of Accounting Studies, pp.1-32.

Sovacool, B.K. and Enevoldsen, P., 2015. One style to build them all: Corporate culture and innovation in the offshore wind industry. Energy Policy, 86, pp.402-415.

Stone, G. and Joseph, M., 2015. Eco-Oriented Corporate Culture: A Critical Evaluation. In New Meanings for Marketing in a New Millennium (pp. 70-70). Springer, Cham.

Strese, S., Adams, D.R., Flatten, T.C. and Brettel, M., 2016. Corporate culture and absorptive capacity: The moderating role of national culture dimensions on innovation management. International Business Review, 25(5), pp.1149-1168.

Tesco Controls, Inc. 2018. Company Culture | Control System Integrator | Tesco Controls, Inc.. [online] Available at: https://tescocontrols.com/about-us/careers/your-career-join-in/company-culture/ [Accessed 27 Apr. 2018].

Witt, C.M., Pérard, M., Berman, B., Berman, S., Birdsall, T.C., Defren, H., Kümmel, S., Deng, G., Dobos, G., Drexler, A. and Holmberg, C., 2015. Using the framework of corporate culture in “mergers” to support the development of a cultural basis for integrative medicine–guidance for building an integrative medicine department or service. Patient preference and adherence, 9, p.113.

Woolworths.com.au. 2018. {{metaController.metaData.title}}. [online] Available at:      https://www.woolworths.com.au/ [Accessed 27 Apr. 2018].

Zoghbi-Manrique-de-Lara, P. and Ting-Ding, J.M., 2016. The influence of corporate culture and workplace relationship quality on the outsourcing success in hotel firms. International Journal of Hospitality Management, 56, pp.66-77.