Team KoZyrDS
Our group is not experienced in Yakutian culture. So we were very pleased to communicate with people from different culture. We practiced our skills to be culturally sensitive in order to avoid culture clashes.
Corporate culture - is how we do things around here. It depends on many factors, such as economics, politics, culture, nature. Comparing the corporate culture of the company “ElectroCabelSbyt - Krasnoyarsk" and Yakutian company we met a lot of similarities.
We noted that both of the cultures are hierarchical, not egalitarian. Hierarchical relationships are handled by leadership style, decision making, corporate governance.
According to the Trompnaars corporate culture model, our company is related to the Family type of corporate culture. It describes a culture which at the same time personal with close face-to-face relations, but also hierarchical, in the sense that gap between “parents” as owners and “children” as employees is very wide. The result is power oriented corporate culture.
One of the strength of this group is trust, they work as a group. Speaking about Yakutian company, they do not regard themselves as individuals, focusing on their individual interests. They regard themselves primarily as part of the group, focusing on common goals and objectives. People are not seemed just as human resources. This has an impact on corporate culture issues bush as people development, conflict handling, relations and building trust. the result is that both of the corporate cultures are cooperative and collectivist. Loyalty to the group is valued. The quality of life and relationship are important.
The fack that Yakutians are patient to their clients says thar they have partnership relations, not competing. The same is in our company ElectroCabelSbyt - Krasnoyarsk".
Our group has outlined that Yakutians are responsible and take care of their subordinates. So they are people oriented, not result oriented. It's more important to have good relationship in the group, to play as a team, than to manage the work without the deadlines. This fact again proves that the corporate cultures are equal in our company and their company. But in both companies there are strong leaders, who strongly coordinate the working process.
Having scrutinized the corporate culture of the Yakutian's company, we decided that our friends also have Family type of corporate culture.
We'd like to sum up everything: two companies in question have the similar types of corporate culture. The strengths of Family cultures are loyalty, trust, long-term orientation. The weaknesses are a lack of clarity and systems, an overreliance on hierarchy, status, specific powerful individuals and overcentralization.
Team D analisys
Draft of comparison essay Tsentr Nedvizhimosti “Sakha Ipotechnoe Agentstvo” vs. “ElectroCabelSbyt - Krasnoyarsk"
To begin with that these two companies have very different field of work. First of all we would like to specify the activity of the companies. Tsentr Nedvizhimosti “Sakha Ipotechnoe Agentstvo” provides wide range of services connecting with transactions with the real estate, at the highest level service. As to “Electrocabelsbyt” is wholesaler of the electro cable production. But nevertheless they have a lot of similarities; the first is that both companies are on the market for the same period of time, 6-7 years.
Comparing the corporate culture of two companies we had refer to some dimensions of the corporate culture. There are some points of clashes:
1. Our company is customer-oriented, it can be seen from the mission of the company “we improve quality of a life and we anticipate expectations of our clients”. As the company is working directly with the customers, for example with the couple who want to buy a flat, but they do not have enough money. And every employee is interested in attracting new clients. Referring to the company of Krasnoyarsk, it is working with construction firms and electricians and is oriented on stake-holders. That means that “Electrocabelsbyt” is interested in long-terms partnership with other companies.
2. According to the interview with the head of sales department, he specified his company as person-oriented. That means that the “Electrocabelsbyt” focused on loyalty, trust and good relations between people. But we can relate SIA as the task-oriented company, in spite of the fact that the company makes some work with the employees and try to meet their requirements; the task execution was always on the first place at the company. The leader of the company give particular objections and create conditions in order to employees do their best to reach them.
We had found some similarities as well:
1. Both companies are group-oriented instead of individualism. The companies do many things on order to make different people one family, to learn how to listen to each other, how to trust each other and work in group, for example, corporate parties, trainings and adaptation of new-comer. That is supposed to be one of the main values of the companies. The company and group have similar targets and interests.
2. Our and Krasnoyarsk companies both are hierarchical. As well as the most companies in Russia. SIA has strong hierarchical structure with strong leader, where every one has his own responsibilities according to his position at the company.
3. The companies has strong corporate culture, with their strong heads, who lead the whole company to common goals, there are a little place for changes. Because the stability and deeply held values are the main features of the companies, who are interested in long term cooperation with their customers.
Having considered two different companies, which working in different areas, we had come to the conclusion that “Sakha Ipotechnoe Agentstvo” and “Electrocabelsbyt” are some similarities and differences between the companies. Existing in the market about 7 years, they have found the approach to creation of their own corporate culture; have got enough experience to orientation on the market and have built their positions. For this period these companies have got trust, good reputation among clients and strong post among competitors.
If to refer our companies to the one type of the Trompenaar Model, we would agree with our colleagues, that the both companies has more common with the family type. But as the same time they are quite different, having opposite orientations and some values.
Comments (5)
Anonymous said
at 5:06 pm on Nov 16, 2007
Team KozyrDs. I like your assay, i think is a great assay. However there is something that i did not understand. what is Yakutian culture. You give all these wonderful explanation, but don't explain what Yakutian. It's a culture of a country? Otherwise everything is great. You did a great job.
Anonymous said
at 5:36 pm on Nov 16, 2007
Team D. Your assay is well organized. You need to make your conclusion stronger. Focus on the main Idea of your topic. Good Work
Anonymous said
at 12:36 am on Nov 17, 2007
1. Did you find this essay interesting?
I found it interesting because it is a new topic for me which it is related to the corporate culture. Although corporate culture is not easy to understand, the group made a good comparison of similarities.
2. Is the essay well organized? If not, suggest ways to improve it.
I think that the essay has a fluent and smoothly English, however, it has not a well organized structure. First, it has not a title to open the lecture. Second it doesn't contain a clear introduction of the subject and it is not clear the thesis. In order to improve this essay, the group should create a outline or framework of the content in order to connect the ideas according to the thesis. I consider that the essay should use a clear, punctual and simple English which lead to a better understanding.
3. Is there anything in the essay that is not clear to you? If so, ask the writer for clarification.
Yes. Can you explain a little bit more about Trompenaar model?
4. Does the essay have graphics? (It should have a minimum of one.) Comment on the effectiveness of the graphic/graphics.
No. The essay does not have any graphics. I suggest to include at least one that picture the corporate culture or the corporate itself.
5. Make any additional comments that the student will find useful. Remember he/she wants to get a good grade and is depending on you to help!
The comparison of these companies can be helpful to understand the corporate culture and how they can be manage. However, this topic can be complex, I think that you should be more focused in what you want to say about corporate culture. GOOD JOB
Anonymous said
at 6:50 pm on Nov 18, 2007
Team KoZyrDS:
Your first paragraph is not material for an introduction. You might want to put it in a footnote or at the end. You need to begin by telling your readers what your subject is. Write a stronger introduction with a catchy lead and with general information about your topic. Conclude your introduction with a strong thesis statement in which you tell your readers what you will be talking about.
Explain what the Trompnaars Corporate Culture model is. The NOVA students and perhaps other readers are probably unfamiliar with it.
Work on the overall organization. Each paragraph should begin with a clear topic sentence.
Your conclusion is very clear and very effective.
Anonymous said
at 6:55 pm on Nov 18, 2007
Team D Analysis:
In your first sentence you use the word "these." "These" has to refer to a previous noun and if it is in the first sentence, it cannot have a referent. So you need to identify the companies at the outset. (The title doesn't count. They must be identified in the text as well.)
Your two companies are very different. The fact that they have been on the market for the same period of time is not very significant.
When you say "our company," which one are you referring to? Don't make your readers guess. Tell them!
What do you mean by "particular objections"?
You have made some interesting comparisons and contrasts.
Strengthen your conclusion by expanding it.
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