Nike Company Organizational Culture Research Paper
The organizational culture of Nike incorporates several necessary norms which might be critical for the efficiency of this firm and its competitiveness. In explicit, one ought to communicate concerning the following rules:
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The employees of this company are asked to remember about these rules that ought to affect their decisions or on a regular basis practices. In flip, among the main values of this organization, one can distinguish autonomy of separate staff, authenticity or integrity of an individual, and the variety of employees’ information and skills (Jackson, 2013).
These characteristics of a person are essential for his/her integration into the corporate and profession development. There are a number of assumptions which might be imbedded within the tradition of this company. For instance, the senior managers lay stress on the idea that Nike has to remain an agile organization that doesn’t overlook new trends in the market. Moreover, Nike should not be content material with its current successes as a result of such an perspective can ultimately result in stagnation and eventual decline of their efficiency. Finally, it’s attainable to discuss the cultural artifacts of this company. For occasion, one can discuss its commercials which could be very informative. These advertisements are aimed at highlighting such traits as willingness to achieve success, authenticity of a person’s behavior, and his/her openness to the skin world (Goldman, 1998, p. 35). These are the main details that one can single out. To an excellent extent, these values are important for the lengthy-time period efficiency of this corporation.
It is possible to apply the so-referred to as deep assumptions approach so as to assess the tradition of Nike. This method is useful for figuring out the core beliefs of workers or senior managers. In specific, the company lays stress on such a price as organizational openness which is necessary for the sustainability of a company. In this case, the term openness could be described because the responsiveness to new financial or market trends. This assumption is necessary for the ability of the corporate to design innovative productions regularly. Furthermore, this worldview is important for adopting new strategies of production. Additionally, the employees of this organization are deeply committed to the strategic goals of the organization. More importantly, they have the so-called “tribal identification” which implies that they perceive each other as family members (Jackson, 2013).
To a fantastic extent, these assumptions contribute to the profitable efficiency of this firm as a result of staff are willing to share ideas with one another. Yet, it additionally means that these people could not easily accept outsiders, especially if they don’t seem to be carefully acquainted with the culture of Nike (DuBrin, 2011, p. 290). This set of attitudes makes this company a leading innovator in the attire business. Nevertheless, these characteristics could be considered the supply of their weak spot. In explicit, one should take note of the tribal id of this group. These are the principle elements that can be distinguished as a result of they profoundly shape the efficiency of this corporation.
On the entire, some researchers argue that Nike has an “insular” tradition (DuBrin, 2011, p. 290). It implies that a new individual, who involves this group, may discover it difficult to integrate into the brand new surroundings. This is why these folks do not all the time carry out successfully (DuBrin, 2011, p. 290). This argument is particularly related if one speaks about new executives coming to the corporate (DuBrin, 2011, p. 290). The problem is that these folks may be perceived as outsiders; due to this fact, their initiatives could also be disregarded, even when they can convey significant improvements into the work of the corporate. Thus, these attributes can ultimately flip into a weak point.
This issue has become particularly necessary when Nike has turn into a multinational company that operates in varied areas of the world. This is among the main issues that should be addressed. Under such circumstances, the senior managers should lay stress on the diversity of organizational tradition. They ought to allow new-comers to precise their opinions, even if these opinions are critical of the present practices. This policy can be useful for avoiding groupthink in this organization. Moreover, the management of the company should foster cooperation between the staff representing totally different divisions of the corporate. These divisions may be situated in different regions, and their cooperation can contribute to the introduction of progressive merchandise. These are the principle suggestions that can be advanced.
These modifications are necessary because they can foster the efficiency of the corporate. In specific, this intervention can improve the unfold of greatest practices across totally different visions of Nike. Furthermore, in this method, senior managers can make sure that outsiders are higher in a position to regulate to the requirements of the corporate. To a point, this coverage can eventually strengthen this firm that already has a sophisticated organizational culture. These are the main advantages of those interventions.
DuBrin, A. (2011). Essentials of Management. New York, NY: Cengage Learning.
Goldman, R. (1998). Nike Culture: The Sign of the Swoosh. New York, NY: SAGE.
Jackson, L. (2013). Strong Organizational Culture: How Nike Drives Innovation. Web.
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