Another idea created by Johnson and Scholes (1997) is the cultural web. This aims to show how culture influences on behaviour occur and how this impacts on the organisation. The cultural web focuses on artefacts, which are defined by Dwyer (2001) as the “most visible and most superficial manifestations of an organisational culture” These include routines and rituals, stories, symbols, power structures, organisational structures and control symbols. Firstly, routine and rituals comprise the repeated patterns of behaviour from the workers. Routine is how employees behave towards those in and out of the organisation and supports Deal and Kennedy’s (1982) saying of “the way we do things around here”. Rituals, on the other hand, are more so social events which management arrange e.g. work meetings, Christmas parties. Another artefact is stories. Often colleagues will tell each other stories about the organisation which show and emphasise important qualities of staff. This will influence their behaviour and motivate. Symbols are often used in firms which Dwyer (2001) explains as “words, objects, conditions, acts or characteristics of persons that signify something different or wider from themselves, and which have meaning to an individual group” This even include the layout of the business and furnishings. Organisation structure is included in the cultural web. This is important as it is how the business delegates work and responsibility. It reflects the “centralisation, formalisation, complexity, configuration and flexibility in the firm” (Olsen et al, 1998, p, 211). Lastly, is control systems. This s to control what is happening in the firm. Together, these make up the outer layer of a business’s ‘cultural web’. Managers at Junc… … middle of paper … …xcellent work will motivate. Behavioural control should be another aspect used at Junction Hotel. This should be emphasised during training of the staff, which I would recommend for the hotel to repeat as they are currently lacking consistency in the hotel training. Workers should be taught how to greet guests and behave infront of customers. Some features of McDonaldization could be used here, with always greeting guests with a smile and a welcoming statement (“Hello, how can I you today?”). However, it is important that unlinke McDonalds workers who are very mechanical and robotic, the workers at the hotel engage in friendly convocation with the guests to make them feel welcome. Furthermore, it is important that the staff recruited identify with the corporate objective of Junction Hotel and thrive to turn the business into a profitable enterprise once again.
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