TEAM A: JSCB "Almazergienbank" and the hotel "Krasnoyarsk"
To find a key to each person – this is an art of encouraging people.
Gracian y Morales Baltazar, Spanish writer
We consider that the quality of service, internal relationships are the most important components of the organization’s success. To our best thinking, the service should be at such level that the client has remained satisfied with the offered services. In fact, offering qualitative services and the good relation to consumers any organization provides effective advertising, a stable financial position and, certainly, reputation to itself. For the effective work the whole team efforts are needed, whole potential should be involved and the priorities should be correctly arranged. Also the human factor and the creation of healthy atmosphere in group are very important.
Proceeding from it, the basic purpose of our work is studying a Joint-stock Commercial Bank “Almazergienbank” and the Hotel “Krasnoyarsk” and consideration of their corporate culture, activity in sphere of servicing as these two organizations absolutely differ by the form of the primary activity and work with customers.
We had started our work with gathering the information on both organizations. Data is taken from official sites of the companies and based on the interviews taken from workers of two companies.
1. A general characteristic of the companies.
The Almazergienbank has been working for more than 10 years from 6th of December in 1993. It has earned the reputation of a reliable and respectable partner. Nowadays Almazergienbank became one of the most perspective and stable banks with 6 branches in the territory of Republic of Sakha (Yakutia). Bank has license to operate in securities market and intends to join International VISA membership. Since its foundation Almazergienbank provides a wide range of services on the basis of modern technologies and wide branches to corporate and individual clients. Profound knowledge of new markets enables it to more fully satisfy individual demands of clients.
The Bank’s Mission is assistance to Republic’s economic development and prosperity of its citizens by providing traditional and innovative services which meet international bank standards and fully cover clients’ requirements in financial instruments.[1]
The "Krasnoyarsk" Hotel, one of the biggest in the city! It is located right in the Krasnoyarsk downtown. From its windows you can really enjoy the picturesque view of the great Siberian River Yenisei. The hotel provides its guests with comfortable single, double rooms, suites and apartments with double or twin beds, bath and shower, hair-drier, TV, radio, telephone, mini-bar and fridge. Also the clients have access to business-centre including negotiation rooms for 10 and 20 people and conference halls for 70 and 25 people, 24-hour cafe, a bar and a restaurant serve different drinks and exclusive foods of local and international cuisine, hairdressing and beauty salon, sauna with a small contrast pool and billiards, solarium, air and railway tickets booking office, souvenir and newspaper shop, safes, transfer services to airport and railway station. Furthermore, they can order excursion & recreation program directly in the hotel.[2]
2. The comparative characteristic of the companies
“People are the foundation of our success” this is a main principle of the Hotel work. Their belief is that employees are the greatest assets. The staff is a group of dedicated, hardworking, ordinary people who have teamed up to extraordinary things. Of course they have very different backgrounds and different beliefs, but they do believe that every individual deserves to be treated with respect and dignity. “If you take care of your associates, they will take care of the customer, and the customer will keep coming back...” - Respect the Individual is one of the most important and enduring principles. Also employees should be able to get things done as a part of a team. Just like a close-knit family, the team members are always willing to assist and encourage each other. Transparency, comprehensive information and a regular exchange between the team members in the hotel support their further qualification. [3]
“Trust and respect” is the gold rule of the JSCB “Almazergienbank”. The algorithm of success is formulated as follows “clients – staff - professionalism”. The head of bank pays great attention to the personnel, its further education, good conditions of work and opportune rest. Tatyana Krivtsova (The Head of Bank’s Activity Department) said: “I am glad to see that contributed efforts bring the success, to observe the advancement of young specialists”. There is a system of rewarding in the bank, i.e. each employee can be rewarded for effective performance of his work. Alexander Mironov (The Chairman) suggests that people’s passion desire is to be appraised by their merits. The formula of success of “Almazergienbank” is the Team. The team of companions and like-minded persons can do everything. While the Bank is developed, the forms of work fill with the new sense. More interesting tasks are appeared. And we suppose this is a best stimulus of work.[4]
The employees of Krasnoyarsk Hotel said: “We respect our customers, associates and strive to treat them as we ourselves want to be treated”. Service to the Customers is another essential principle, because there is no sense without the customers. The staff’s common goal is to offer the best lodging and guest experience in the market in which they operate. [3]
The base and sense of the Bank’s activity is the work with customers. This sphere is reckoned to be even the most responsible. “We should predict the desires of our clients” this is the main statement of the Bank’s work. The JSCB “Almazergienbank” strategic task is directed to the clients’ attraction. Mutual trust has appeared between clients and the bank workers due to active and reliable activity of the bank. [4]
3. Conclusion
So taking into account the above, we can note that corporate culture of Krasnoyarsk Hotel is similar to the Family type of corporate culture, which is described as person-oriented and hierarchical. As for the JSCB “Almazergienbank”, their corporate culture also can be described as Family type too [5]. The hierarchy does exist in the structure of both organizations, but it is very “flat” i.e. without strong pressure “from the top”…Very good and accepted corporate hierarchy. In general, workers have rather pleasant atmosphere and reasonable freedom of decision making process within their organization.
From the “individualism vs group orientation” point of view we can see that both organizations are more group-oriented, but they try to reconcile this dimension by nurturing individual development and initiative. What about the “people centrality vs result centrality” dimension, we guess that companies are more people-oriented. [6]
On the whole, the corporate cultures of the Hotel “Krasnoyarsk” and Joint-Stock Commercial Bank “Almazergienbank” are rather similar in some dimensions although they act in different spheres of activity.
References:
- The official cite of JSCB “Almazergienbank” www.albank.ru
- The official cite of the Hotel “Krasnoyarsk” www.hotelkrs.ru
- The interview with the employee of the Hotel “Krasnoyarsk”
- The interview with the Head of Bank’s Activity Department Tatyana Krivtsova and the Board’s of Directors Chairman Alexander Mironov.
- The Trompenaars Corporate culture Model p. 53
- The Reconciling Corporate Culture p. 76-78
Team Duna
Most companies all over the world admit that corporate culture is critical to an organization’s success or failure. What is more interesting, there are different approaches to the concept of corporate culture in general not only among various countries but also within the same country. And the Siberian region in Russia is not an exception in this respect. Here we should bear in mind that Russia is the multinational country, what has a great impact on the way managers see and understand the corporate culture they are dealing with. The purpose of this essay is to compare the corporate cultures in Krasnoyarsk and Yakutsk via two companies: JSCB "Almazergienbank" and the hotel “Krasnoyarsk”. We are going to analyze corporate cultures of the companies mentioned above and support our line of reasoning with the help of the Trompenaars’ corporate culture model, which will enable us to see clearly where their corporate culture is now and distinguish it from each other. The Trompenaars’ corporate culture model is a good technique for assessing the basic assumptions and value orientations of the particular corporate culture. According to this model we will investigate some dimensions of corporate culture. Let’s get started.
The first dimension of corporate culture is individualism versus group orientation. The hotel’s employees do regard themselves part of a group. They’re convinced staff should be able to get things done as a part of a team. Because solutions to complex and often long-standing problems depend upon a multitude of resources, talents, and expertise. No single individual can supply all the answers. That’s why just like a close-knit family, the hotel’s team members are always willing to assist and encourage each other. Transparency, comprehensive information and a regular exchange between the team members in the hotel support their further qualification. Concerning The JSCB “Almazergienbank”, their formula of success is the team working too.
The second dimension is result centrality versus people centrality. Work relations in the hotel is rather more people oriented than task oriented. Hotel’s belief is that associates are the greatest assets. Hotel’s staff say: “We respect our customers, associates and strive to treat them as we ourselves want to be treated.” They do believe that every individual deserves to be treated with respect and dignity. “If you take care of your associates, they will take care of the customer, and the customer will keep coming back...” - Respect the Individual is one of the most important and enduring principles of the hotel “Krasnoyarsk”. And the golden rule of the JSCB “Almazergienbank” is “Trust and respect” as well.
The third dimension is egalitarian versus hierarchical. Well, during an interview, that one of the hotel’s employees gave to us two weeks ago, we asked her the following question:
- What about hierarchy, does it exist in the hotel?
She replied promptly to our question:
- Of course, it does exist, but it is very “flat” i.e. without strong pressure “from the top”…Very good and accepted corporate hierarchy. In general, we’ve rather pleasant atmosphere and reasonable freedom of decision making process within our organization. That’s it!
We assume that company analysed by our colleagues tend to have corporate culture with more tough hierarchy.
The forth dimension is internal drive versus responsiveness. We tend to think both of our companies have
Responsiveness cultures since the hotel “Krasnoyarsk” and JSCB “Almazergienbank” try to align core capabilities with the needs of customers and to get to know the needs of their clients
The fifth dimension is rational versus inspirational. It seems to us JSCB “Almazergienbank” tend to have a rational, analytical, detached and unemotional atmosphere, while the hotel has a more inspirational atmosphere.
The sixth dimension is long-term orientation versus short- term orientation. We have no doubt both companies look at long-tern survival.
Thus, after assessing of the positions of the companies’ corporate cultures on six dimensions, we arrived at conclusion that both the hotel “Krasnoyarsk” and JSCB “Almazergienbank” have the same type of corporate culture i.e. Family culture. And though they operate in quite different spheres of business they have a lot in common.
Comments (7)
Anonymous said
at 5:06 pm on Nov 15, 2007
Hi Duna. Your essay has an interesting lead. And your essay’s thesis is these two organizations absolutely differ by the form of the primary activity and work with customers. Therefore, this is a contrast essay. If so, I think that you should have two clear topic sentences to show two corporate cultures are different. And your essay’s conclusion need to accord with the essay’s thesis because it looks like a comparison conclusion. Anyway, I believe that your essay has a wonderful lead, and then it will have a good end.
Anonymous said
at 4:57 pm on Nov 16, 2007
Hi Team A.
I like this essay. It is very interesting, because it is revolve on two different sectors with two different services, and the target of these two organizations is to provide the outmost satisfaction to the clients which are achieved by the help of employees.
In general, I think the essay looks organized. And it is clear. I didn't see any graphic relates to the bank or the Hotel.
I would like to give you these humble notices to your essay, which I hope it will be useful for your essay. The essay looks very awesome in its way of describing the project, but the basic structures of writing an essay are missing like, the thesis of statements are not mentioned, the topic sentences and conclude are not clear.
Gooood Luck guys.
Regards
JINEDI
Anonymous said
at 10:07 pm on Nov 16, 2007
Hello Team Duna, This essay has a very helpful information and very interesting to me. I like the discription about each company and the comparison of both. I also like the organization structual for your essay. Your essay had given me a clear idea what you are going to tell me. I want to give you just one simple idear. This essay contain so many detail of everything. If you think that information is not relate to your essay, you should delete them. Yan
khabat_e1978@... said
at 12:26 am on Nov 17, 2007
Hi team Duna, I learned interesting information from your essay about those differnces. I think you did good in details, But in my knowdlege your conclusion needs more orgenized. Have a good time with your essay. Khabat
Anonymous said
at 4:01 pm on Nov 18, 2007
I was puzzled that there are two essays. Which is the final draft? I considered the first.
Comments on the first essay:
First sentence:
When you say "We consider," who is "we"?
When you say "the organization," which organization are you talking about?
The first paragraph is rather abstract and it is really hard to understand what you are talking about.
Give Paragraph 2 a clearer title.
Paragraphs 2 and 3 give solid information and represent a comparison/contrast essay.
Paragraph 1 should give general information and then conclude with a strong thesis statement that tells your reader what you will be writing about.
Anonymous said
at 4:05 pm on Nov 18, 2007
Your final conclusion is very interesting.
If you improve the first paragraph, the introduction, this will be a very good essay.
Anonymous said
at 3:17 pm on Nov 20, 2007
Hi!Duna, I found that this may have been a lte comment to this essay, but it was very interesting. It contain enough information for me. Just keep up your great work for improving your body and some point in your introduction and conclusion. After all, everything great.
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