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Techfite's Corporate Culture And Ethical Viewpoints

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TechFite’s corporate policies reflect their culture and ethical viewpoints. The rationale behind their policies, including how they align with the organization’s culture is significant to their success and growth in the market. One of TechFite corporate policies is having an open-door policy on certain days or hours of the week, but transfer issues that cannot be resolved due to certain circumstances, to the higher ranks or HR. The purpose of this policy is to build trust and loyalty by motivating transparent communication where everyone’s voice can be heard and understood. Also, this policy aligns with the company culture of encouraging employee empowerment and workplace collaboration in corporate decision making. Another TechFite corporate …show more content…

Employees are the most important asset in a company. The purpose of this policy is to make TechFite a great place to work and have residents of the city excited about the company’s investment and the opportunities it would bring to the city. This policy also aligns with the company culture of workplace collaboration and leadership development by hiring at least 50% of its workforce from the community and offering training programs for skills needed to work and grow at TechFite. The compensation and benefit policy would offer compensation fairness with better working hours and benefits. In addition, employees also would receive overtime pay, vacation and sick time, health insurance, retirement savings, stock options, reimbursement programs and other employee’s incentives to reward employees for their hard work and …show more content…

Culture is the set of behaviors and principles that demonstrates how leaders and employees respond when no one is looking. Additionally, the company culture encourages employee empowerment and engagement in corporate decision making. TechFite culture is widely known for its workplace collaboration and leadership development. The company also prides itself on being actively involved in the communities and as part of its launch into the United States, TechFite realizes that corporate actions must be consistent with company culture to gain

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A. I believe Techfite could be classified as a clan culture. They fit as a clan culture because they seem to care more about their employees than their customers and they give their employees an opportunity to grow as workers and people. The outcome of this culture tends to be a higher job satisfaction but lower objective profit. Endothon, on the other hand, could be classified as a market culture. I think it is appropriate to label them as a market culture because they appear to give more attention to their customers over their employees and they give more value to productivity.

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The company failed to deliver its commitments to Dellberg community and it is required for them to amend the promised to gain their reputation back. Secondly, they prioritized the payment of a huge amount in executive bonuses over the payment of their hourly workforce. Bonuses should be stopped or TechFite would lose its reputation and could lead to profit loss. Thirdly, they damaged the company reputation by deferring to city infrastructure and this has proved to the community council that TechFite cannot restore the local economy. The company needs to show that they are dependable and aware of its social

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Furthermore, Endothon has goals set goals that they will need to achieve to uphold their value. These goals are set to be innovative and safety conscientious. Those two examples fit into the market culture; this culture is customer-focused and goal oriented. Techfite can be classified as having a clan culture. Two examples that fit this description of Techfite are they have flexibility

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This type of culture emphasizes on stability, control and achieving goals. The expected outcome of the Market Compete culture for Edothon would be subjective growth and quality of products and services. Techfite is a Clan Collaborate culture. They are an employee centric culture focusing their attention

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However, there is always room for growth and improvement. By taking an in depth look at Target Corporation and understanding organizational structure, task organization, communication factors, competition, culture, and factors of success give insight to things that can be improved. To assist in improvements and long-term success, five suggested human resource policies that include recruiting, hiring, and retaining, compensation, vacation and sick pay, discrimination and harassment, and retirement policies will assist the organization in their overall production and productivity. By addressing this topics Target Corporation will take care of employees from day one to retirement. In doing so, productivity, quality control, innovation, and profit will improve.

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There are many different definitions of workplace culture. Charles Handy an Irish author/philosopher specialising in Organisational Behaviour and Management famously said that, “Culture is the way we do things around here,” but if someone was on the outside looking in how would you explain that to them. Would you have to be working there a long time yourself before you could see “how things work around here”. Because culture in an organisation is what makes it unique, it’s the personality, the attitudes, and the way we interact and relate to each other these are the things that attract the best and Brightest talent to a company. So, if an organisation has a “strong, positive, clearly defined and well communicated culture with strong core values” (Deloitte) that company is onto a winner.

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