Organizational culture can be defined as the behaviors and values that result in a unique physiological and social environment of a firm. It includes an organization’s philosophy, experience, expectations, and values that bring unit, and is revealed in its inner workings, self-image, future expectations, and interactions with the external environment(Schein 3). Usually, organization culture is based on shared beliefs, attitudes, customs, and rules formed over the years and are believed to be valid. Organization culture can be identified through the manner in which the firm conducts its operations, treats its staff, customers, and the community as a whole. It can be seen in the extent to which employees are given freedom to develop new ideas, express themselves, and participate in the decision making process. As well, it can be shown in the way information is passed and workers commitment to realize team goals. Hence, this paper emphases on comparing Trader Joe’s and Ralph Stores culture.
Firstly, we will begin by looking at the discovered, invented, and developed dimension. Trader Joe has adopted a culture which helps them identify opportunities everywhere. For instance, they merger with their vendors to form opportunities beyond the imaginable. This strategy is geared toward creating a meaningful and authentic relationship with their consumers from around the world. Also, it is evident that Trader Joe is keen to address diverse needs of their clients through research and development. In contrast, Ralph’s culture does not create more opportunities since they are an employee-centered organization. They have done less in terms of research and development to ensure that they meet their clients’ needs. All that Ralph’s does is to empower their workers to achieve objective and ignoring the fact that customer are pertinent to the success of any business.
Secondly, we look at the pattern of basic assumptions. Trader Joe has no office layout. However, the organization has well-arranged stores which enable the crew to work efficiently. As well, their workers have a unique uniform for quick identification. Contrary to Trader Joe, Ralph Store have established office layout. They have created an environment where workers work as a team to realize goals. Employee maintains the highest level of respect to their colleagues as a way of averting conflicts which may hamper the business’ success. On joining Ralphs, employees are taken through an orientation program which targets to shape recruits in a desired manner.
Another important cultural dimension is that of teaching new members. It is normal that when a new employee is joining an organization, he or she has to learn how things are done. Trader Joe’s recruits do not through a rigorous induction and orientation process as compared to Ralph. Ralph’s culture, acknowledges the fact that for new workers to cope easily, there must be a laid down orientation plan. This helps Ralph’s recruits gain skills and experience quickly as compared to Trader Joe’s employees.
Also, it is worth to note that the two stores have a cultural difference. For instance, the crew members in Trader Joe are empowered to participate in the decision making. This is said to help in cultivating a culture where workers are hardworking, enthusiastic, hardworking, customer and team-oriented. In contrast employees of Ralphs are given less freedom in participating in the decision making.
Evidently, organization culture is important in determining a firm’s expectations, values and experience. Organizational culture dictates the way people conduct themselves in an organization. Different firms adopt diverse group cultures depending on the business environment where they operate.
Schein, Edgar H. “Coming to a new awareness of organizational culture.”Sloan management review 25.2 (1984): 3.