Sample Business Paper on The Power of Culture and Values in Retail

The culture and values are what decide its success with both its clients and the market. In
a business, culture and values' influence acts as the fuel driving its employers' motivation.
Typically, society is corrupted by traditions and beliefs. This is an interest that explicitly
determines the interests of a business and its clients and describes them. ExxonMobil is an
immediate descendant of the well-known Oil Company of John D. Rockefeller, founded in 1870
and transformed on 30 November 1999 by Exxon and Mobil's merger (Hastings & Williams,
2019). Its head office is located in "Irving, Texas. And Rex is the new Chairman of the Board
and CEO of the ExxonMobil agency" (Hindman, 2017).
The reality is that ExxonMobil has evolved from a national distributor of kerosene to a
major multinational and is concerned about the discovery, processing, refining, distribution, and
production of petrochemicals to every degree of their formation. In some 50 states, ExxonMobil
has upstream sports (Hindman, 2017). ExxonMobil is one of the world's largest publicly traded
multinational oil and gas companies for the downstream, refining activities at 26 international
locations. According to Forbes 2000, it is now far in third place (Hastings & Williams, 2019).
They're also the world's biggest petroleum product refiner and marketer.
The company's culture and values include; inclusion, protection, professional growth,
diversity, wellness and health, sustainable development, ethics, and honesty. Security forms a
crucial part of the company's culture and core values. They think the company must protect its
employees (Hastings & Williams, 2019). The organization is committed to the growth of its
workforce and to promoting its career goals. Professional development. They are employing a
career-oriented approach to hiring exceptional talent that allows people to thrive by offering a

wide variety of work. Diversity and inclusion make the energy industry so competitive, resilient,
and continuously updated by ExxonMobil. The company finds strength in diversity.
Health and wellness are an important factor used to compare workers' health and the
well-being of their families. To help them live a safe life, ExxonMobil provides a wide range of
services that prevent infectious diseases (Hindman, 2017). Sustainability-Typically, they are
committed to resolving development challenges, balancing economic growth, conserving the
environment, and social development. Ethics and integrity: The organization's adherence to
ethics has helped the company as it is a central element of the corporate culture.
Nevertheless, the Exxon Mobil business company continues to achieve advanced
financial and working outcomes while adhering to unrealistic ethical standards. The reason is
that the company has become the renowned "petroleum and top-quality petrochemical
organization of the industry" (Hindman, 2017). The resulting involvement involved shareholders,
consumers, staff, and societies. They are committed to improving the investment's long-term
value and to expanding the worldwide marketplace. Exxon Mobil is assured that shareholders
can be compensated with significant return profitably and responsibly because of the venture.
The Exxon Mobil company is executing the objective and gaining its shareholder engagement.
Via a large range of tasks and experiences, they grow from inside.
ExxonMobil suggests that policies that deal with the dangers to society associated with
rising GHG emissions are wise to extend and introduce. Various thoughts, experiences, skills,
and corporate subculture awareness are often seen as a difficult-to-outline or smooth concept in
control circles. No, because a little study has been aimed at quantifying its importance for overall
results, it arises. A current survey reported that many American businesses do a bad job of
producing strong communities, something it is and whatever its blessings (Dimitrova et al.,

2016). A look at the 2010 conference board showed that just 45 percent of us workers were
satisfied with their employment, the lowest amount in the study's history. The argument is that a
gentle notion is not necessarily an organizational way of life. Its influence can be calculated and
quantified on earnings. The value of the product of the turnover of the worker, referrals from
current workers, efficiencies, customer satisfaction, and references from new customers by
tradition amounts to as much as half the difference between the working earnings of companies
in a group of large numbers of employees (Dimitrova et al., 2016). Cultures are shifting with or
without concerted efforts. They typically reflect the founding company's principles and acts and
are no longer regularly codified until a few years after the beginning.
An unmarried enterprise promoting an exceptionally uniform, low buyer participation
style could be appropriate for a single employer subculture. As part of their development, it is
vital to transport people of different backgrounds and nationalities around the arena.
Comparatively, needless commitment schemes or products providing advertising and marketing
services need to be introduced to aid organizations that respond to local desires and
communities. If top managers need a "one organization" plan to travel across the industry, they
have to think about it and traineeship in language and customers, get time to grow into new
cultures, and support their families as well. Innovation is encouraged by Ledge and cultures
around our organization and is a crucial competitive advantage.



Dimitrova, B. V., Rosenbloom, B., & Andras, T. L. (2016). The impact of national cultural
values on retail structure. International Marketing Review.
Hastings, J. S., & Williams, M. A. (2019). Market Share Liability: Lessons from New Hampshire
v. Exxon Mobil. J. Envtl. L. & Litig., 34, 219.
Hindman, M. (2017, October). ExxonMobil methanol to gasoline (MTG). In Syngas Technology