Body Shop Uk Strategic Marketing
Strategic Marketing Management:
The Body Shop UK Organisational Culture
The Organisational culture at Body Shop UK, is all based on morals and ethics, it is not solely concerned with making profits, as quoted by the founder of Body Shop
"The business of business should not just be about money, it should be about responsibility. It should be about public good, not private greed."
Dame Anita Roddick. Human Rights Activist. Founder of The Body Shop
Handy (1993) believed that there are four main types of organisational cultures. He believed that these four types of cultures are; Power Culture, Role Culture, Task Culture and Person Culture.
Handy defined Power Culture as a company with only a few central powerful figures. He believed that they were often found in small entrepreneurial organisations. This means that decisions can be made quicker and it is easier to contact the head of the company. Handy also believed that in a Power Culture there were few procedures and very little bureaucracy.
Role Culture however is power based, and relates to which level the person is in within the hierarchy of the company. It is very typical of a bureaucratic organisation. In Role Cultures it is believed that there are ‘pillars’. These workers are specialists in certain areas. These ‘pillars’ are co-ordinated by senior management.
Handy explored a Task Culture which is more project oriented. The Task Culture tries to bring together the right people at the right time, for the right project. The more expertise a person has the more likely they are to become the natural leader. Task Culture generally has a lot of flexibility and freedom due to the fact that they are working in a team.
The final type of culture is a Person Culture. Handy believed that within this culture individuals are the central focus. It is believed that the organisation only exists to serve the individuals working within it. The Person Culture has no hierarchy.
Taking Handy’s model into
The Body Shop UK Organisational Culture
The Organisational culture at Body Shop UK, is all based on morals and ethics, it is not solely concerned with making profits, as quoted by the founder of Body Shop
"The business of business should not just be about money, it should be about responsibility. It should be about public good, not private greed."
Dame Anita Roddick. Human Rights Activist. Founder of The Body Shop
Handy (1993) believed that there are four main types of organisational cultures. He believed that these four types of cultures are; Power Culture, Role Culture, Task Culture and Person Culture.
Handy defined Power Culture as a company with only a few central powerful figures. He believed that they were often found in small entrepreneurial organisations. This means that decisions can be made quicker and it is easier to contact the head of the company. Handy also believed that in a Power Culture there were few procedures and very little bureaucracy.
Role Culture however is power based, and relates to which level the person is in within the hierarchy of the company. It is very typical of a bureaucratic organisation. In Role Cultures it is believed that there are ‘pillars’. These workers are specialists in certain areas. These ‘pillars’ are co-ordinated by senior management.
Handy explored a Task Culture which is more project oriented. The Task Culture tries to bring together the right people at the right time, for the right project. The more expertise a person has the more likely they are to become the natural leader. Task Culture generally has a lot of flexibility and freedom due to the fact that they are working in a team.
The final type of culture is a Person Culture. Handy believed that within this culture individuals are the central focus. It is believed that the organisation only exists to serve the individuals working within it. The Person Culture has no hierarchy.
Taking Handy’s model into