Target is an organization I have worked for for roughly two and a half years. While there, the organizational culture, and the way communication works throughout the Target corporation has been revealed to me.
One main cultural pieces of Target is the idea of being "Fun, Fast, and Friendly." Our culture, and this motto, means that we must complete our work and remain fun, fast, and friendly to both guests and our fellow co-workers. Within this culture of Target, we are also known for various other items, which help create the overall culture of Target stores. These include:
- Layout among regular Target stores, as well as Super Targets, are almost all the same, although Super Target stores have a produce and grocery section that may differ than regular stores
- Training for employees are the same among stores also, helping to create that overall culture. A person trained here in Oregon is going to be the same as the training found in stores across the nation
- Red and Khaki: Brand is important to Target’s culture and Target employees in all Target stores help make that culture known by wearing Red and Khaki and following the policies and practices of Target.
- The consistency with having the shelves stocked and the store clean is another part that helps define the culture of Target since it is consistent across store
- Commericals and print advertisements are also consistent from one week to another, allowing guests an easy way to identify the commericals and the culture at Target.
Target also has specific subcultures and counter cultures it relates to:
- Subcultures: There are examples of subcultures found within a Target store. These include the different departments such as Electronics, Sporting Goods, Furniture, Ready to Wear, and so on. These subcultures include a group of people who specialize in that area and create a subculture with experiences and knowledge shared amongst that group.
- Some major counter cultures of Target include Best Buy, Wal-Mart, Fred Meyers, K-Mart and even Costco. By keeping an eye on the competitors and their cultures, Target will know what adjustments their stores can make (prices, practices, policies and so on) to ensure their guests have the best shopping experience possible in the unique and fun culture Target is known for. These counter cultures also allow Target the opportunity to tell what it is doing well as a company. This may be offering the lowest prices, best service or return policy, and biggest product line in comparison to these other stores and their cultures.
Together, each of these pieces create the complex culture at Target. It is not just one single thing that creates the Target culture.
However, within the culture of Target, there is a level of integrity that employees must follow to for Target to remain a successful culture. For example, recently a fellow employee I knew was fired for stealing from the company. I could not believe it! Who would do such a thing, especially someone who is familiar with the high level of security within our store?
Target HR representatives handled the situational well, following "The Model of Organizational Integrity" (Julie Belle White and Doug Wallace, p. 161-162). Target solved ethical problems directly and reflectively by meeting with the employee discretely and promptly following his ethical violation (the stealing). The situation was dealt directly and involved only the necessary people so it was not a store-wide dramatic event. The HR department was responsive and responsible in the way they handled the situation, which helped the entire process run smoothly.
The second section of the organization integrity says organizations must interact responsibly. As mentioned above, Target was responsible by only involving those who were necessary in the situation such as security and a corporate representative. Furthermore, Target was acting to promote peace and justice, while remaining sensitive to the employee's privacy.
The third habit says to model integrity. As I understand, integrity means doing the right thing, even if no one is looking. This is the ethical code the employee violated. He took advantage of his position and stole from the company he worked for. He did not do the right thing, and in turn, he suffered the consequences of his actions. Target followed their ethical code by dealing with the integrity violation. If they had just passed it by, without drawing attention to the situation, they too would have been violating ethical codes. Luckily, Target handled the situation and did what was necessary in this specific case.
The fourth habit says an organization should share purposes and directions. The goal of Target, simply put, is to be the best store by offering the lowest prices, best customer service, product availability and so on. By not allowing the employee to keep his job will help maintain the goal of Target: to be the best. If a company cannot trust the employees working within it, there is no way the company can be the best.
That being said, the fifth and sixth habits, valuing stakeholder perspectives and practicing personal integrity must take place. If every employee acts responsibly, and strives to maintain the "fun, fast, and friendly" attitude, situations like this can be avoided.
Johannesen also comments that using nondestructive communication such as slang, aggressive or abusive language and so on. I have noticed at times I will adjust my language depending on who I am talking to. For example, I might use slang or less formal language if dealing with people my age. If working with older adults or elderly people, I will be more professional and formal. However, I would NEVER use curse words, racist remarks or labels to refer to people.
Language and commuication within organizations can be tricky for some; however, in a culture such as Target where it remains fun while professional, it is easy to fit in. As long as we don't steal.
Good application.
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