• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14

Disney: An organisational culture

Extracts from this document...

Introduction

Assessing the Corporate Culture of Disney Shamsuddin Abdul-Hakim Bey Debbie Butler Esther Dadson-Hamilton Bill Jordan Ray Pare Human Relations and Organizational Behavior Group MHCO472 ORG502 Jane Whitney Gibson, DBA January 30, 2005 Table of contents Table of contents 3 Purpose 4 Disney philosophy 4 The Disney environment 5 Disneyspeak corporate language 6 Role modeling, training and teaching 6 Employee rewards and recognition 7 Disney legends 7 Organizational activities, processes and outcome measures 8 Disney leadership reaction to critical incidents and crisis 9 Workflow and organizational structure 10 Organizational systems and procedures 11 Employee selection and replacement 12 Conclusion 13 References 14 Purpose The purpose of this paper is to discuss the corporate culture of Disney. Within the discussion, a number of topics will be addressed that include: formal statements prevalent in the organization and their impact to the organization, a description of the environment and the statement it makes relative to the organization, the types of language or sayings used in the organization, the type of role modeling, training and teaching that is emphasized, rewards used to motivate employees, stories and legends that are familiar to employees and customers, outcome measures used by leaders within the organization, how leaders respond to critical incidents or crisis, workflow and organizational structure, an evaluation of organization systems and procedures and the types of organizational goals and associated criteria used for the selection of employees. Disney philosophy The mission of The Walt Disney Company is to be one of the world's leading producers and providers of entertainment and information. Using their portfolio of brands to differentiate their content, services and consumer products, they seek to develop the most creative, innovative and profitable entertainment experiences and related products in the world (Disney.com). ...read more.

Middle

His style of management functions as incentives and rewards which motivate the Disney staff. Disney legends The Walt Disney collections, Walt's masterworks, and Walt's thought are among the stories, legends, and myths familiar to employees and customers. The story of Pinocchio was heartwarming of a unique friendship. The artwork picture of Pinocchio underlined Walt's belief of designing his animated characters to look real as if they were made of flesh and blood. The animation of "Bambi" was an interesting picture which took over Pinocchio. Bambi, a deer, was an animated character with an anatomy. The animation of Bambi was an improvement in quality of artwork in all his pictures. Bambi's mother who was killed off-screen is remembered as one of the most powerful moments of any Disney film. The Golden Age of Animation (1937 - 1942) also called the "creative explosion" marks the most creative periods in the history of Disney Studios on animation motion pictures. The release of "Snow White and the Seven Dwarfs" and "Bambi" films during this five year period remain the most memorable periods in history and a lasting tribute to the remarkable career of Walter Elias Disney. In a study by the Canadian Journal of Psychiatry, children who watch animated films produced by Disney Studios are exposed to a greater incidence of mental illness than they may have experienced if they had watched similar films on TV (Lawson, and Fonts. 2004). Organizational activities, processes and outcome measures In its efforts to uphold excellence, and integrity in all its professional relationships, Walt Disney undertakes the following business activities described below. The Disney Studio Entertainment is the foundation on which the Walt Disney Company was built. ...read more.

Conclusion

states "From the beginning, starting with Walt Disney, we have had five things that make me proud to be part of this Company: high-quality products, optimism for the future, great storytelling, an emphasis on family entertainment and great talent, passion and dedication from our Cast Members." Disney's values are their driving force that makes them retain the trust of the public and their shareholders. Those values are innovation, quality, community, storytelling, optimism and decency. Employee selection and replacement Walt Disney is committed to treating their employees and cast members with fairness, dignity, and respect. Disney provides equal opportunity for everyone without regard to race, religion, color, sex, sexual orientation, national origin, age, marital status, or any of the other basis that are prohibited by state or federal law. Disney strives to help their employees develop and advance based on their abilities. They want to be able to attract and maintain an employee work force that is reflective of their guests, business partners, shareholders, and communities where they do business. They also want open opportunity so that everyone is advantaged based on their potential and never disadvantaged because they are part of a certain group or class. Disney strives to maintain an organization that is diverse and professional. Conclusion Walt Disney is a company that stands behind its name and its employees. Disney devoted his life to creating magic moments for his guests through the highest level of customer service. Walt Disney is devoted to environmental causes through conservation, action, and education. They are also committed to the highest standards of business excellence. The Disney Corporation is made up of six components, which help them remain consistent in the business standards that they have set for themselves. The six components of their business are their Business Standards and Ethics guidelines, corporate governance, community, environment, international labor standards, and safety. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    Sainsbury's organizational structure.

    5 star(s)

    The danger of this sort of culture is that, because it is autocratic, there can be a feeling of suppression and lack of challenge in the workforce. Since this is associated with small organizations there are not many theories associated with it and are only seen in smaller companies, which shows it, will only work on small scale.

  2. Marked by a teacher

    Tesco's organisational structure

    4 star(s)

    number of people, they have the right skills, they are in the right places, and they are doing the right jobs. For the roughly 100 positions it advertises each year, the company now receives some 5,000 applications from graduates of the best colleges and universities.

  1. Cameron Balloons: History.

    It is the job of all of the functional areas (departments) to make sure the company's customers are satisfied. For example, the Production Department must produce goods, which are not faulty, and the Marketing Department needs to give customers the correct information.

  2. Managing Human Resources in Marks & Spencer.

    * It can improve the chances of promotion. The business, as a result, should have qualified people in important post. 4.4 Staff loss and retirement A workforce supply plan should also take into account staff loss and rates of retirement. High rate of labour turnover, as explained earlier, creates vacancies.

  1. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    This generates the original invoice and tracks it until it has been paid. Purchase Ledger - 24,000 invoices were dealt with in 1997 using the Alton Towers Purchase Ledger System. This system records an invoice as it's received and its progress is followed until its authorized and as a payment a cheque is sent.

  2. The background of the Kettering Park Hotel and Spa

    The Park Hotel splits its business up into market sectors and monitors popularity and here are its figures The Park Hotel's most popular customer is a transient worker, for just one worker in basic single costs �35 per night, transient workers is obviously travelling workers who travel the country for their company and so they pay full rate.

  1. Explain why the Otley and Berry notions about control maybe useful to the understanding ...

    The need for an objective 2. The fact that there is an objective simultaneously requires (an individual to produce) a predictive model about the objective. 3. In order to ascertain if the objective has been attained requires the objective to be measurable 4.

  2. Technology and Innovation.

    argues that using cultural heterogeneity leads to greater innovation and more efficient marketing strategies for the different types of customers worldwide. He also suggests that because employee's come from different backgrounds different perspectives are achieved, therefore creating improvements. (Mejia & Palich, [1997])

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work