Organisational (Corporate) Culture (DP IB Business Management: HL): Exam Questions

Elite Fashion Retail is a high-end clothing chain with stores across several major cities. The company is known for its sleek, uniform branding and strong corporate identity. Employees are referred to as “style advisors” and are trained extensively in customer service and fashion trends. However, recent expansion into international markets has revealed cultural clashes, particularly in countries where Elite Fashion’s practices are perceived as rigid and not aligned with local customs.

The leadership team is considering adjustments to its organisational culture to reduce employee turnover and improve adaptability in diverse markets. They are also evaluating how to retain the strong brand identity that has contributed to their success.

Elite Fashion Retail is a high-end clothing chain with stores across several major cities. The company is known for its sleek, uniform branding and strong corporate identity. Employees are referred to as “style advisors” and are trained extensively in customer service and fashion trends. However, recent expansion into international markets has revealed cultural clashes, particularly in countries where Elite Fashion’s practices are perceived as rigid and not aligned with local customs.

The leadership team is considering adjustments to its organisational culture to reduce employee turnover and improve adaptability in diverse markets. They are also evaluating how to retain the strong brand identity that has contributed to their success.

PureFlow Bottling is a beverage manufacturer specialising in environmentally friendly water bottles. The company’s task-orientated culture emphasises teamwork and adaptability. Employees are frequently organised into cross-functional teams to develop new eco-friendly products and streamline production processes. However, as the company has expanded, clashes have arisen between employees from different regional offices due to differences in communication styles and work habits.

Management is now considering ways to mitigate these cultural clashes while maintaining the task-orientated culture that drives innovation. They are also exploring how Handy’s organisational culture framework can help refine their approach.

PureFlow Bottling is a beverage manufacturer specialising in environmentally friendly water bottles. The company’s task-orientated culture emphasises teamwork and adaptability. Employees are frequently organised into cross-functional teams to develop new eco-friendly products and streamline production processes. However, as the company has expanded, clashes have arisen between employees from different regional offices due to differences in communication styles and work habits.

Management is now considering ways to mitigate these cultural clashes while maintaining the task-orientated culture that drives innovation. They are also exploring how Handy’s organisational culture framework can help refine their approach.

Urban Edge Construction is a medium-sized company specialising in eco-friendly residential projects. The company’s role culture is defined by a clear hierarchy, with power concentrated in specific job roles such as project managers and department heads. This structure ensures that employees adhere to strict guidelines, which has been critical for maintaining safety standards and meeting project deadlines.

However, as Urban Edge expands into more diverse projects and larger teams, there are signs of inefficiencies, such as delays in decision-making and frustration among lower-level staff who feel excluded from key decisions. Management is considering how to balance the benefits of role culture with elements of other cultural types to improve flexibility and morale.

Urban Edge Construction is a medium-sized company specialising in eco-friendly residential projects. The company’s role culture is defined by a clear hierarchy, with power concentrated in specific job roles such as project managers and department heads. This structure ensures that employees adhere to strict guidelines, which has been critical for maintaining safety standards and meeting project deadlines.

However, as Urban Edge expands into more diverse projects and larger teams, there are signs of inefficiencies, such as delays in decision-making and frustration among lower-level staff who feel excluded from key decisions. Management is considering how to balance the benefits of role culture with elements of other cultural types to improve flexibility and morale.