Corporate Culture for TNT Express

Question: Discuss about the Corporate Culture for TNT Express. Answer: Introduction TNT Express is an international courier company with headquarters in Netherlands with operations in sixty-one countries and in the world. It specializes in the delivery of parcels and freight services in over 200 countries. It offers road and air delivery services in Africa, Europe, America, Pacific Asia and the Middle East. The history of the company can be traced to Thomas Ken who started Thomas Nationwide Transport which started with a single truck in Sydney, Altrans started by Peter Pebels and George Rockey. The two companies later combined to form TNT (Steinglass, 2011). In 2009 the company received an award for Best Corporate Culture Management and was voted as the one having popular employees. On the other hand, the company was also rated as one of the best 100 human resource managed companies in China which means that the company has one of the best corporate philosophies that clearly reflect the corporate culture that it has (TNT Express, 2009, P. 2). The nature of the culture in TNT Express Organizational culture related to values and behaviors that create social and psychological unique environment. Schrodt (2002, P. 191) argues that this is represented in the beliefs, values and principle that have been created by the environment in which employees operate in. This environment is a product of factors like products, business strategies, management style, history and technology that the origination utilizes in creating a brand that purely distinguishes it from other organizations. Organizational culture in the business environment has often been described as corporate culture or company culture to mean a unique operational style that characterizes the organization. My understanding and experience of TNT is based on the belief that the company has in treating employees. The spirit that exists in the company is based on the belief that the success, growth and leadership of the organization depend entirely on employee energies and efforts to serve customers and create cust omer satisfaction level that makes customers come back (Parker 2000, P. 19). The company offers a unique environment that focuses on service oriented and global operation strategies with passion in everything that the company does. To achieve this, employees are equally treated regardless of the role and position they hold in the origination since their efforts trickle down to organizational success and customer satisfaction. This is achieved through a management ecosystem that offers an excellence driven environment with jobs that suit every individual with drive (Tokuda, et al. 2009, P. 169). TNT has the best healthy, attractive and safe working environments that seek to develop the employees to achieve organizational objective. With continued investment in human resource the company drives a customer-oriented corporate culture the company believes that passion and loyalty to the organization is the key to customer satisfaction (TNT Express, 2009, pp. 4). Necessary skills and qualities of management under the case of TNT According to Chuang (2013, P.1 ) managing an excellent organizational culture like in TNT requires key management skills that can propel the organization and employees to achieve the desired corporate strategy. This leads the organization to a cultural operating system with written and unwritten rules that guide and determine employee behavior. This means that managers need key skills with business acumen and iron-clad knowledge that can manage and meet the needs of the business. These skills include a forwards thinking and positive attitude, communication, influential leadership and accountability. Accountability is based on holding individuals responsible for the outcomes that relate to the areas that they are in charge off. Kane-Urrabaso (2006, P. 189) suggests that instilling a power culture of accountability ensures that management understands the responsibilities that each employee holds and makes them accountable for their actions. The extended version of accountability entails every employee holding another accountable for the actions that they hold. This means that leaders should not focuses on power but rather results to accelerate collective competence in employees. Influential leadership is the leaders ability to execute change patterns that are needed in the organization. Leaders need to develop strategies and ideas that ensure business processes are executed to the end to ensure that system-wide change is achieved. Influential leaders push change strategies that ensure results are achieved (Sharma Jain, 2013, P. 312). Communication ensures that business ideas and information is easily shared in the organization. This ensures that the business vision is understood by all employees to achieve the business objectives (Schrodt 2002). Corporate culture oriented leaders establish streamlined communication patterns that are geared to the business objective. Forward thinking and positive enables strong organizational ethics through internal workforce interactions in a way that advances business objectives. Through spreading positivity thinking, employees happiness is increased by ensuring that all employees are treated fairly. How I will want to be treated as an employee Employee treatment is related to their motivation, happiness and their ability to be retained in their work. The best way that I would like to be treated is through open communication. This ensures that I am informed of every activity in the organization and enables me develop relationships with other. The second way is through proper assigning of tasks and responsibilities, when employees are hired, the organization expects them to fill a certain position with specified responsibilities. This will allow me set my targets and asses if I have met them or not. I will also want to be paid a salary that is equivalent to the responsibilities that I am assigned and at the same time receive other incentives that are related to their work. Maulabaksha (2014) suggests that social contract theorists argue that employee forego their rights to the organization when they sign engagement contracts and thus the business needs to compensate them through appropriate perks that relate to their responsibilities. Lastly I am a believer in participative leadership and thus I will appreciate if I can be involved in some decisions that are made which affect me. This will ensure that I understand my role in the new requirements that are made by the organization. Conclusion Organizational culture forms a critical element in management of the organization; strategic analysts have suggested that it propels the business to a level that enables meeting of objectives (Parker 2000, P. 17). TNT Express has an established corporate culture that focuses on ensuring that employees have an organizational spirit that meets the objectives. The company builds its corporate culture around its employees to build a competitive advantage that ensures customer satisfaction. The case of TNT Express proves that organization culture can be used as a strategic tool for l management. Works Cited Chuang, S.-F., 2013. Essential skills for leadership effectiveness in diverse workplace development. Online Journal of Workforce Education and Development , 6(1), pp. 1-23. Express, T., 2009. TNT Wins "Best Corporate Culture Management" and "Popular Employer" Awards in China. [Online] Available at: https://www.tnt.com/express/en_cn/data/news/tnt_wins__best_corporate.html [Accessed 26 March 2017]. Kane-Urrabaso, C., 2006. Management's role in shaping organisational culture. Journal of Nursing Management,, Volume 14, pp. 188-194. Maulabaksha, A. R. R., 2014. Impact of Working Environment on Job Satisfaction. Prague, Csech Republic, 2nd Global Conference on Business, Economics, Management and Tourism . Parker, M., 2000. Organisational Culture and Identity. London: Sage.. Schrodt, P., 2002. The relationship between organisational identification and organisational culture: Employee perceptions of culture and identification in a retail sales organisation. Journal of Communication Studies, Volume 53, p. 189202. . Sharma, M. K. Jain, S., 2013. Leadership Management: Principles, Models and Theories. Global Journal of Management and Business Studies., 3(3), pp. 309-318. Steinglass, M., 2011. TNT Express to focuses on emerging markets. Financial Times., 26 May. Tokuda, Y. et al., 2009. The Interrelationship Between Working Conditions Jobsatisfaction, and Mental Health among Hospital Physicians in Japan, A path Analysis. Journal of Industrial Health , Volume 47, pp. 166-172.