If it is based on informal variables, corporate culture can be materialized in the form of a charter annexed to the rules of procedure, displayed in local and distributed to new employees, for example. Also, if large structures are familiar, smaller only very rarely mastered and can neither develop nor make it an asset. In terms of image on the one hand, it has the advantages that it either internally or externally with consumers. It is indeed a source of cohesion and motivation for employees and limit conflicts. From customers, it conveys a positive image and it can develop a sense of closeness may become a selection criterion.
...
Sommaire de l'étude de cas
Extraits de l'étude de cas
[...] "You have to give a vision, improvement, and constantly listening, identify interesting initiatives and which operate on the ground." Then, vis-à-vis employees, they are in the insertion of important objectives and internal promotion. It's in large retailers that social mobility works best in HR. They therefore strive to develop the potential of each employee and to have balanced and sustainable relationships with our suppliers, which have often grown up with us for 50 years. In the same register, in this philosophy, Auchan does not hesitate to pursue this by promoting personnel training. [...]
[...] In May 2015, Auchan has a new slightly redesigned logo. Logo of 1983-2015 (logo used in some stores) Since 2015 Logo Especially, the company sets up communications based on action plans in a short time such as 25 days or the promotional campaign for its 40th anniversary. Auchan relies on frequent repetition of messages, including Auchan with its slogan. Life, True or with many promotions. This strategy allows both to revitalize the brand and the products and also to showcase the company (brand awareness, skills, seniority). [...]
[...] From customers, it conveys a positive image and it can develop a sense of closeness may become a selection criterion. In terms of competitiveness, on the other hand, promoting membership, culture increases the performance of employees. It is also a way to attract motivated candidates for hiring. It is also often taken into account in the selection of future employees. Secondly, regarding the corporate culture, the organization must first, be clearly identified its components in order to transcribe them in writing. If they are not enough, she can call on specialist advice to assist it in this process. [...]
[...] I will describe you the box of Auchan and all its various corporate culture. I. Auchan presentation Auchan is a great French retail brand founded in 1961 by Gerard Mulliez and led by him until 2006. Since then, the group chaired by Vianney Mulliez, former president deca. In 2010, it is the thirteenth global distributor, and second French retailer behind Carrefour competitors. In 2012, Auchan was one of the main distribution groups in the world. The company was present in twelve countries and employed 287,000 people. [...]
[...] They are islands of wealth in difficult areas. They are implanted in the territory, both known as an accessible company. The discount responsible operations are for instance ?bio available? to all budgets, such as the operation of organic fruits and vegetables less than one euro. But also the work done on fair trade, with Auchan products both equitable and accessible, recycling operations which I spoke. It is a long- term strategy. On the other hand, a brand it is a contract, but it is above all a sign that gives value to the products and the company, it also guarantees quality to consumers (ie a deposit). [...]
