The paper "Organizational Culture at Ogilvy & Mather " is a perfect example of a management assignment. Alvesson & Sveningsson (2008) defines organizational culture as shared beliefs, principles and values of the organizational members. At Ogilvy & Mather Advertising Company, it was one of the founders who defined the organization culture. Ibarra & Sackley (2011, p. 2) claim that David Ogilvy instilled a culture with similarly to “ first-class” which he preferred and understood to provide some creative work. This form of culture created an effective customer service within the company.
It created a staff that could best be described as “ gentlemen with brains” and treated workmates, customers and clients with the desired respect (Ibarra & Sackley 2011, p. 2). He always insists the employees in his companies must be polite and collegial and not ruthless when talking to customers. Ibarra & Sackley (2011, p. 2) argues that as an Englishman and understood British culture to hospitable, he wanted such culture to be replicated into his New York-based company Ogilvy & Mather Advertising Company. When setting it up, the company Ogilvy inculcated personal positive character which will resonate well with customers.
Ibarra & Sackley (2011, p. 2) contended that the company hired employees and advised them to have gentle manners, adhere to a high level of professional standard and show human kindness when dealing with customers. In marketing and advertising, professionalism and human kindness entail the ethics with which the company operates. For instance, too much nudity in the advertisement does not echo well with societal morality. In this company, the management holds that showing gentility when dealing with clients does not mean weakness, but it is used to create long term relationship with clients and the society at large (Ibarra & Sackley 2011, p. 2).
It is through this unorthodoxy which they have also portrayed in their work; hence their clients keep on coming back due to increase sales. Organization culture also entails the language and Ogilvy showed it through speeches which were done with acerbic wit and literary references. Ibarra & Sackley (2011, p. 2) posits that his speeches targeted young executives who were being introduced to the organization culture. The culture urges them to develop their eccentricities early enough and nobody will think to take as senile working, progressing in their work (Ibarra & Sackley 2011, p. 2).
as the company progresses beer must create a well understood organizational culture since it will determine the performance of the company. Reasons for resistance to Brand Stewardship and the most appropriate method to overcome it In it’ s rebuilding after profits drop, the company building a brand philosophy which was distinctive to Ogilvy & Mather. This brand philosophy was Brand Stewardship and was crafted by Charlotte Beers. Brand Stewardship is defined as an array of techniques, tools and concept used to create and improve the relationship between the company and consumers.
Whereas other market players developed the same brand focus to their services, Ogilvy & Mather philosophy was and set them apart from its rivals (Ibarra & Sackley 2011, p. 9). However, it is the Brand Stewardship which was outstanding among the rest. Although it was a new concept brought about by Beers, many executives below the top tier level did not understand it correctly. Hence, the concept resulted in resistance.
In the process, client service president Kelly O’ Dea urged the company to move from a vision creating a concept for top executives and creative individuals and create a vision for every employee at Ogilvy & Mather (Ibarra & Sackley 2011, p. 13).
Carnall, C.A 2007, Managing change in organizations (5th Edn.), London, Prentice Hall
Ibarra, H & Sackley 2011, Charlotee Beers at Ogilvy & Mather Worldwide (A), Harvard
Business Review, pp.1-16