Tesco

An organisational culture is the patter of assumptions, values and norms shared by the members within the organisation. Such assumptions are proved to improve organisational effectiveness.

Values are concerned with what has to be done in an organisation. Employees are told about what is important to the organisation through values. By examining JD Wetherspoons organisation, its culture could be explained in terms of 'shared values' as it places great attention and focus on listening to, and acting on, feedback from members of staff on all aspects of the business. Suggestions are brought up in weekly meetings and staffs are rewarded for their suggestions.

Also staffs are kept in touch with weekly newsletters and monthly company video which provides better communication and more involvement. This clearly illustrates shared values, as members are kept updated with the scenario within the organisation; therefore, they gain better morale and goodwill and become more motivated in their work. Hence the staffs know that they are valued in the organisation and will eventually pay closer attention to providing it.

The organisational culture can also be explained in terms of 'taken for granted assumptions', as the organisation has adopted some of the suggestions offered by the employees. E.g.: providing children cutlery with children meals and saving travel costs by starting training courses later in the day. Basic assumptions from the managers tell employees how to think, feel and observe things. One of the assumptions which have been made by the organisation is providing staff with opportunities to gain relevant qualifications such as the one offered by the British Institute of Innkeeping, i.e.: having a flexible training policy.