Part A - General
why people behave in a similar way? Do they have common beliefs and values? Most likely, the shape of our minds, and once people speak the same language and do similar things, formed the culture. And you can see the different cultures of the countries, companies and communities.
and grow up with our national culture, such as the values of certainty versus uncertainty, risk versus risk-averse and good vs. evil, and held them deeply and gradually change over time. Geert Hofstede, a Dutch social psychologist, has identified six national culture: power distance dimensions, and avoid uncertainty, individualism, masculinity, and long-term orientation and leniency in exchange for restraint. Dozens dimension vary according to countries. After high strength in Latin, Asian and African countries and the decline in the Germanic countries, the Scandinavian and Anglo-Saxon. Latin and Germanic countries and Japan in high uncertainty avoidance. Chinese, Scandinavian and Anglo-Saxon countries more uncertainty admission.
On the other hand, is composed of corporate culture of dress and regulations and the "culture carriers' such as its founder, CEO and managers. The development of the practices of companies and learned from working to achieve its mission and objectives. Besides, individuals can move from one company to another . and therefore are more superficial and adaptable than those basic culture and national values. according to Hofstede and national cultures belong to anthropology. organizational cultures of sociology. within a large company, it can be different departments so that different cultures appear because working with different individuals.
can corporate culture weaken national culture? certainly conflicts will arise, especially in multinational companies (MNC) and because of the cultural differences between national culture and local culture of importing companies. by multinational companies in the Middle East, for example, the domestic worker does not stay up late to complete the work if it has a duty to the family, that does not mean he was not an employee is an administrator. However, a Western official may take it like does not care about his job has disagreements occur. it was discovered Professor of INSEAD, Andre Laurent, that cultural differences were much greater among managers of different countries working within the same multinational companies among the managers who work in companies in the country's indigenous their own. In a typical multi-national corporations, and it became the Germans apparently more German, Americans are more American, more Swedes Swedish, and so on. The explanation is not very understandable, then it may indicate that the employees do not adapt to the culture of joint ventures if they are not aligned national cultures. There is also a general trend that appears and workers who do not fit into the corporate culture that does not get either be working in the first place or resign within a few years.
corporate culture in one day and they evolve and become more pronounced with the passage of time is not defined. Almost all successful companies have developed a strong and positive culture, and not just on the basis of management and administration, but the leadership and empowerment. For example, Toyota introduced the "Toyota way", dedication and clear on teamwork and continuous improvement ( "kaizen") has given them a competitive advantage and attract many companies to learn from them. With a strong and clear corporate culture, companies can enjoy many benefits such as similar standards can be maintained and increased loyalty, high motivation and productivity and increase management control.
how to create a culture of corporate leaders? At the beginning of the work, and the founder (s) play an important role in setting the standards of their beliefs, values and assumptions. However, once you start to bring in new members of the management team, more joint learning experiences will be passed new beliefs, values and assumptions. He also joined more and more people to the company, there is a greater need for the Chief Executive to create a shared vision, and the code of practice and the same level of risk appetite. Unfortunately, the culture does not survive if "culture carriers" key or the bulk of the members leave leave. With a strong value on the individual in the United States, the companies take on a similar value. Thus a corporate culture that may reflect the characteristics of its founder (s) such as Jack Welch at General Electric Co. and Steve Jobs at Apple. Interestingly, there are also companies that have a long history that are able to continue their unique culture, no matter who he / she is in the top management. IBM is an example.
Part B - specific (BreadTalk)
BreadTalk was founded in 00, a pastry shop designer, most famous for its cakes filled with cream them and topped with a string of pork, named Flosss. Before the 3rd year, it was listed BreadTalk Group Limited on SGX. It is one of Singapore's leading F & B-known brand for being creative and innovative, trendsetting high quality of products. At present, BreadTalk reached 12 countries with more than 300 stores bakery (including franchises) 0.33 8 dining halls and restaurants, with more than 4,000 employees. The brands include BreadTalk, Toast Box, Food Republic, religion Tai Fung station kitchen.
see BreadTalk is to be international, and determine the direction, and lifestyle brand whose mission is to lead the culture, new lifestyle changes with new innovative and creative differentiation craft products with passion and vitality. They believe in providing QSC (quality, service, cleanliness) to their clients. Treat training as an important aspect of the company. It asks all new trainees to undergo training for the first time in the media BreadTalk learning how bread package, customer service, etc. Periodically, the Department of Training and Development also sends headquarters staff for professional development courses. They also believe strongly in the team bonding and before opening any new BreadTalk port, all port employees go to the beach or a day of exciting activities and team building. With cohesion and understanding closer, and employees are able to work well together.
In addition, encourage Prime BreadTalk, Dr. George Quick, all of its staff to be creative and always thinking outside the box. In order for his company to expand successfully, and get a reliable team of employees and partners is vital. He managed his managers to make decisions on their own. "You can not send someone abroad without enabling them. Market in China, for example, it is so much bigger than in Singapore, so the director to send it must be empowered to deal with this kind of scale." His secret to success BreadTalk is to be diligent.
In my opinion, culture Singapore have (such as a big focus on education and collective ijtihad) does not play a role in shaping corporate culture of BreadTalk, especially by local staff. BreadTalk also clearly shaped by its founder, Dr. Quick. The main difficulty is to make foreign staff comfortable working in Singapore. I think that the culture of BreadTalk will not be affected to a large extent by other Asian countries such as China, India and Vietnam. However, in today's competitive market, there are distinctive patterns and characteristics of companies have to grow in order to be successful, such as creativity, innovation, and excellence, training, and team building and self-governance.
In 08, he had BreadTalk specially created cake, dubbed "Panda Peace" was all proceeds from the sales of these cake went to help in the recovery from the Sichuan earthquake. Along with the Red Cross, they have raised S $ 40,000 a week just 1. proved this social responsibility (CSR) work companies an innovative way to use their products as a tool to raise funds through the National Animal choice in China and give a name, starting with 'P' as well . Although CSR is not really considered to be part of the company's culture, it gives free media coverage of a trademark has left a deep impression in the heart of its customers as it shows humanity and compassion. It is like a form of discrimination of companies F & B again. When people support the cause by buying in "Panda peace," they will purchase other breads as well. It helps to increase their sales as well.
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