The document discusses different types of corporate culture that can develop within companies. It defines corporate culture as the beliefs and behaviors that guide how employees and management interact and handle business. There are five main types described: team-first culture that prioritizes employee happiness, elite culture at innovative companies that demands long hours, horizontal culture common in startups with flexible structures, conventional culture with strict hierarchies, and progressive culture prone to uncertainty from frequent changes. Strong corporate culture can provide benefits like engagement, loyalty, growth, and competitive advantage if adapted to rather than expected to adapt to.

1. Done by V.Santhosh, Law Student, VIT University Chennai

2. Corporate culture refers to
the beliefs and behaviors
that determine how a
company's employees
and management interact
and handle outside
business transactions.
Often, corporate
culture is implied, not
expressly defined, and
develops organically over
time from the cumulative
traits of the people the
company hires.
CORPORATE CULTURE

3. Corporate culture is shaped by
 How people dress
 How people act
 How people conduct work
 How people interact with supervisors
 How people interact across departments
 How people interact with public
 How business gets done

4. Development of corporate culture
Unconscious
Conscious

5. Types of corporate culture
1) Team-first Corporate Culture
2) Elite Corporate Culture
3) Horizontal Corporate Culture
4) Conventional Corporate Culture
5) Progressive Corporate Culture

6. TEAM FIRST CORPORATE CULTURE
Hire culture fit first, experience second
Employee’s happiness is its top priority
Team outings and feedback opportunities
Employee’s family life is accommodated flexibly
Suits Customer service focused company

7. TEAM FIRST CORPORATE CULTURE
Employees are friends with people in other dept
Regularly socializing outside of work
Receiving thoughtful feedback from employees
People take pride in their workstations
Larger the company tougher to implement

8. TEAM FIRST CORPORATE CULTURE
Netflix -unlimited
family leave
Zappos- fun and
nurturing
culture

9. ELITE CORPORATE CULTURE
Change the world by untested means
Innovative daring competitive employees
Needs employees to not merely keep up, but lead
the way
Competition between employees

10. Employees aren’t afraid to question things
that could be improved
Employees make work their top priority, often
working long hours
Top talent moves up the ranks quickly
Highly qualified job applicants to choose from
ELITE CORPORATE CULTURE

11. SpaceX- aerospace manufacturing and space
transport.
Employees report feeling elated to literally launch
rockets.
60 to 70-hour work weeks are the norm

12. HORIZONTAL CORPORATE CULTURE
Startups
More flexible and able to change based on
market research or customer feedback
Lack of direction and accountability

13. Teammates discuss new product ideas in the
break room
Everybody does a little bit of everything
The CEO makes his or her own coffee
You still have to prove your product’s worth to
critics
HORIZONTAL CORPORATE CULTURE

14. Basecamp maintains a startup-like mindset.
Basecamp announced that it would focus
exclusively on its most popular product and
maintain its relative small size rather than grow
into something much bigger and broader.
HORIZONTAL CORPORATE CULTURE

15. There are strict guidelines for most departments
and roles
People in different departments generally don’t
interact
Major decisions are left up to the CEO
CONVENTIONAL CORPORATE CULTURE

16. CONVENTIONAL CORPORATE CULTURE
Clearly defined hierarchies
In the learning curve for communicating through
new mediums.
Cut-and-dry approach leaves little room for
inspiration or experimentation, which can result in a
lack of passion from employees for being
micromanaged.
Getting employees to understand the company’s
larger mission and putting more trust in employees
to work toward it can combat that.

17.  Founded in 1892, GE is about as traditional as they come.
 Recently, however, the company eliminated its traditional
performance review in favor of more frequent
conversations between managers and employees.
 GE is even launching an app to help facilitate feedback,
which shows that traditional doesn’t have to
mean stagnant.
CONVENTIONAL CORPORATE CULTURE

18. PROGRESSIVE CORPORATE CULTURE
Uncertainty is the definitive trait of a progressive
culture, because employees often don’t know
what to expect next
 It can instill fear in employees for obvious
reasons. Any change in management or
ownership even if it’s a good thing for the
company isn’t always a seen as a good thing.
Communication is crucial in easing these fears.
It’s also a good opportunity to hear feedback and
concerns from employees and keep top talent
engaged.

19. Employees talk openly about the competition and
possible buyouts
Company has a high turnover rate
Most of your funds come from advertisers, grants
or donations
Changes in the market are impacting your revenue
PROGRESSIVE CORPORATE CULTURE

20.  LinkedIn’s $1.5 billion
acquisition of Lynda.com is
one recent example of
companies in transition.
 Companies’ goals are in
alignment with one another,
and LinkedIn’s users benefit
from the partnership.
 By being straightforward and
showing how these changes
will ultimately lead to greater
benefits, both LinkedIn and
Lynda.com can thrive.
PROGRESSIVE CORPORATE CULTURE

21. Benefits of Strong Corporate Culture
Employee engagement
Customer loyalty
Financial growth
Hiring
Trust and transparency
Competitive advantage
Intangible asset

22. “You must adapt to the culture and not expect
the company to adapt to you.”

23. Thank you