How Culture Is Expressed in Organisation - Case Study Example

ORGANIZATIONAL CULTURE-CASE STUDY OF CITI BANK {Insert university’s name} {Insert student’s name} {Insert instructor’s name} August 3, 2013 ORGANIZATIONAL CULTURE-CASE STUDY OF CITI BANK Introduction Organizational culture defines how people working in a given organization should behave in a set of circumstances. However according to Alvesson (2010) organizational culture is a pattern of shared basic assumption that was learned by a group of people in a given organization in order to solve their problems of internal integration and external adaption which has worked and hence new members should be taught and adapt the same as a correct way not only to perceive but also think and feel in relation to organizational problems. Culture in the organization is further defined as the behavior of human beings who part of a given organization and the meaning that these particular people attach to their daily actions. Culture entails working language, beliefs, habits, visions, values, norms and visions of an organization. It is perceived as a pattern of not only collective behaviors but also assumptions that is mainly taught to new organizational members as a way of thinking, perceiving and feeling. Additionally, organizational culture affects the manner in which groups and individuals interact with clients, shareholders and with one another. However, according to Schein (1999) organizational culture is a set of shared mental assumptions by groups or individuals that guide the action and interpretation through defining behavior that are appropriate for different situations. At the same time, it is possible for the organization to adapt their own unique culture particularly in larger organizations there can be diverse and times conflicting cultures that occur due to distinct characteristics of the organization management team. It is important to point out that organizational culture can have both positive and negative aspects. The organization under study Citi bank is one of the leading financial institutions which has about 200 million accounts for customers. The company operates in about 160 nations and jurisdictions. The organizations aims to create the best outcome for its customers and clients by providing creative, responsible and simple financial solutions (Citi.com) The culture of the organization and its contribution to organization effectiveness Citi bank has four key principles that assist it to perform its mission. There have a common purpose that makes the organization to have one goal as well as one team in serving their clients and shareholders thus contributing to efficiency. Additionally, they have a responsible finance which is not only dependable and prudent but also transparent. The element of ingenuity which is also one of the key principles that ensures that the organization attains it mission. Through ingenuity, the organization enhances the lives of its clients via innovation which enhances the depth and breadth of their global network, information as well as world-class products. Lastly the organization has an effective leadership characterized by talented and well trained people in a meritocracy that is diverse in nature that demands initiative, courage and excellence (Citi.com). Consequently, Citi bank is characterized by the culture of sharing the same drive so as to improve as well as succeed. Therefore, the style, background and thinking particularly as individuals makes the team to be stronger an aspect that enhances efficiency. The success of the organization emerges from the power of diversity which is it culture. The environment is inclusive in nature and it only welcomes and respects, but also develops them. The organization provides sufficient support and training that motivates the employees in performing their assigned duties. When employees embraces diversity, team is fostered and they work towards realizing organizational goals (Citi.com). Additionally, the culture of mobility enables the organization to easily retain employees. Citi has both the networks and resources that assist it to achieve the mobility. Hence, the organization supports and promotes cross-business development an aspect that has made it to be regarded as the world’s largest financial institution. Its employees can easily join any of its branches that are in about 140 countries (Citi.com). Furthermore, the organization has an annual talent review process that identifies and sources employees that have high potential for the purpose of succession in critical roles globally, regionally and locally. The mentioned is a motivational factor that makes employees to strive to excel and in the process encourage innovation and efficiency. Learning within the organization is a continuous process. Citi employees enjoy the best training programs provided the financial institutions globally. Consequently, learning in the Citi does not only entail attending training courses but also through external and internal mentoring programs to the employees. The organization further has development programs which are available globally, regionally and locally for instance the management associate program. Furthermore, Citi has various tools that enable the employees not only to effectively develop but also manage their careers. Rewarding employee through promotion, training and development are some of the elements of organizational culture that have encouraged efficiency by promoting change, innovation and motivation (Citi.com). Additionally, the competency framework that has been adapted by the organization successfully and drives various career management processes. The mentioned framework put in place success factors for future and current roles an aspect that provides a road map of various competencies that need to be addressed in addition to specific action that is required to address the need. Consequently, it is important the organization prioritizes the well-being of its employees. That is why it is essential for the management to put energy and time into putting in place benefits that focuses on wellbeing and health of its workforce. Some of the wellbeing and health initiatives that Citi employees are entitled to include: discounts on banking products such as saving accounts, credit cards and mortgages. The employees also have the freedom to purchase additional annual leave and hence are in a position to have quality time with their families. Furthermore, the organization has in place Employee Assistance Program (EAP) for not only employees but also for their immediate family members. The aforementioned EAP helps with broad range of work and personal issues that include depression, relational or marital issues, family and child issues, anxiety, tension and stress among others. Services provided in regard to the mentioned are paid by Citi. Additionally, the Citi Financial Day enables the employees to have up to 8 hours of leave whereby they can improve their financial skills and knowledge or attend to their personal finances (Citi.com). Organization culture has become an important part of the development programs within an organization. Some organizational cultures have been associated with either negative or positive outcomes for either the individual employees or the organization. Some of the positive outcome for the individual employees include satisfaction and motivation while the negative ones entail stress and job security (Alvesson, 2010). This essay will critically examine the culture within Citibank and its effectiveness to the organizational effectiveness. A case study of the Citi bank indicated that the organization has a decentralized culture characterized by self-managed teams whereby employees have full control over their work situations. As a result, the organizational employees had the opportunity for responsibility and personal development in addition to good companionship, an aspect that has made employees feel comfortable at their workplaces thus improve their effectiveness (Citi.com). The organization further employees supportive work-life organizational culture. Schein (1999) defines supportive work-life organizational culture as share beliefs, assumptions, beliefs as well as values pertaining to the degree at which the organization values and supports integration of employees’ family lives and work. Schein (1999) argues that if organizations do not employ a balanced work-family life for its workers, the management contributes to tension to personal lives an aspect that has negative effects to the organization as well as individuals. The organization’s management emphasizes three possible components of work-life culture just as pointed out by Thompson et al (1999). The Citi bank management demands or expects it employee to prioritize their work above all other things such as the family. Hence, the management specifies the times of work and stipulates how they should utilize working hours effectively. Time based conflict has been identified as one of the factors that reduces organization effectiveness (Citi.com). In the Citi bank, visibility is a norm while face time is a clear indicator of employee’s commitment and contribution. However, according to Alvesson (2010) utilizing programs or taking part in work-life programs as location or flexible working hours may undermine the possibilities of the workers being perceived as committed to organizational goals. Additionally, it is evident that the Citi bank management is sensitivity to the employee’s family responsibilities and provides support such as housing, medical cover among other benefits which are beneficial to the employee’s family. The organization provides managerial support on a daily basis an aspect that motivates the employees. The mentioned makes the organization to be a desirable place to work in. additionally, the intentions and commitment to continue working with the organization is positively influenced. According to Schein (1999), supportive work-life culture contributes to higher commitment and lower intention to exit the organization as well as less work-life conflict. In addition, the organization has what is called wellness culture. For instance, the organization ensures that the environment is not only supportive but also welcoming and conducive an aspect that enables the employees to form social networks. Furthermore, there is a sense of control and trusting relationship over the individual’s working practices. However, it is important to note that organizational cultures do not accommodate all the employees. But there was no resignation as they adapted to the existing organizational cultures. Within the Citi Bank, the culture of the organization is clearly expressed during the recruitment process and hence the process is selective only target those who can easily adapt to the organization (Citi.com). Another culture is based on the type of leadership adapted by the organization. The work-life solution of the Citi Bank is supported by top management so that the solution form part of the organizations culture. Consequently, the culture of the organization promotes learning. According to Alvesson (2010) due to rapid change, it is essential for organizations to promote learning culture among its employees. The mentioned has been evident within the Citi Bank which has effective leadership. The organization practices the culture of collaborative communities with an aim of encouraging its employees to apply their unique talents in various group projects that have been adapted by the organization. In most cases the individuals in the organization are motivated by a collective mission and hence they do not work purposefully for personal gain. The organization has further married a sense of common purpose to existing supportive structure, hence the organization mobilizes knowledge, expertise and the talent of workers in a manner that is flexible and highly manageable (Schein,1999). The mentioned approach not only fosters agility and innovation but also scalability and efficiency. The organization have reaped the rewards of collaborative communities particularly in the form of higher margins present on knowledge-intensive work. In order to attain success, the organization has ensured that it has cultivated the ethic of contribution and has developed processes that ensure that workers are in a position to work together in disciplined and flexible projects (Alvesson, 2010). Shared purpose According to Marx, there are four bases of social relations, which can summarized as self-interest, shared purpose, tradition and affection. The self-interest in the organization majorly underlies what the organization does. The organization has also invoked the tradition of motivating its employees. The organization is innovative in nature and hence it has derived strength from strong as well as broadly felt affection particularly for charismatic leadership. Placing emphasis on the fourth alternative, it is evident that the Citu has adopted the culture of collaborative communities and hence seeking a basis for organizational cohesion and trust that is more flexible than tradition and more robust compared to self-interest. The shared purpose of the organization clearly articulates how its groups will position in relation to partners and competitors. The organization also puts into consideration the society’s and customers contributions that ensures its success. It is important to note that the shared purpose is not an expression of the enduring essence of the organization but rather it describes what the employers are trying to do in order to attain organizations aims and objectives (Citi.com). However according to Schein (1999) it is usually challenging for leaders to articulate the culture of shared purpose within the organization. However, it is important to note that shared purpose is a powerful organizing principal. For instance the organization had an e-solution, whereby a unit of about 130 people was formed by the cash management division of the organization so as to deal with threat from other financial institutions whose customers were already buying mutual funds, trading stock and banking online. In order to meet the aforementioned challenge, the organization aimed at boosting the growth rate particularly of the core cash-management. Nonetheless, the mentioned was merely the goal of the business. The key purpose behind the created number is to be a leader in creating new and complex online banking services an aspect that can only be achieved should the culture of shared purpose. The organization has the culture of ethic of contribution which it has successfully instilled in its employees. According to Schein (1999) collaborative communities share a set of values that are distinctive in nature known as ethic of contribution. This makes the employees to look beyond their assigned roles and hence advance the common purpose. Due to the fact that the organization has adapted the collaborative view, it rejects the notion that the employees should only concentrate on doing a good job unless it impacts positively on the organization. This is because according to () it is possible for an employee to work hard without necessarily realizing a collective result. The organization has an ethic of contribution and hence the employees go beyond their formal responsibilities in solving broader problems experienced rather than just putting an effort making it to stand out as one of the largest financial institutions worldwide. Schein (1999) in his studies challenges the market model that emphasizes on individualism and instead encourages team work or working within a group instead of employee trying to gain individual responsibility or control. The aforementioned is advantageous to the organization because it elicits contribution from every staff for the purpose of common good. Furthermore, the managers have adapted a culture that creates a climate for change. The management ensures that the culture of change is tied to only certain organizational issues or areas that actually require change. For instance, the organization has adapted the culture whereby its employees can adapt managerial culture an aspect that enables them to address long standing problems. The Citi employees are further involved in the key decision making process an aspect that makes them to feel a sense of belonging and hence positively contribute to organizational success. In conclusion, it can be pointed out that organizations can incorporate unique cultures and at the same time incorporate diverse cultures so s to ensure organizational effectiveness. Citi bank values cultures and ensures that its employees work towards realizing its values, goal, mission and vision, thus it stands out as a key financial institution globally. References Alvesson, M. (2010).Understanding organizational culture. Oxford: oxford university press. Citi. Retrieved from http://www.citigroup.com/citi/about/mission_principles.html on August 3, 2013 Schein, E. (1999). Organizational culture. London: Wiley publishers. Read More