Bred Bank Culture

Why Bred Bank?

According to Michael Watkins (Author), “Culture is the organizations immune system.” It incorporates behaviors’ and values that contribute to the unique psychological and social environment of an organization. At BRED Bank, we acquire all these aspects. Our organizational culture exists in two distinct levels, these are the visible and the hidden aspects. The visible aspects of our organization are reflected in artifacts, symbols and visible behaviors of our employees. The hidden aspect is related to the underlying values and assumptions that employees make regarding the acceptable and unacceptable behaviors.

1. Artifacts- Clothes describes a person without words. From the way we dress conclusions are drawn about our personal

Stories: The history and narratives that are based on true events about the bank which has been told from old to new employees often instills morale to employees. The founder of the bank Louis-Alexandre Dagot and the challenges that he faces during the establishment of his bank. These stories are a medium That carries down their legacy.

Values:

Bred bank values lies in its attention to people, their businesses and the places they come from. They lie in customers will to get involved in close relationships and stay committed over time. In a demanding and competitive environment, the bank reaffirms its fundamental calling as cooperative bank by its values.

Commitment:

Commitment can be notice through the increase growth of the bank, where staffs members are committed to their work in trying to fulfill the banks objectives.

Empowerment:

With the banks feature of being decentralized, empowerment is part of day to day activities of the staff members by empowering staff members to work towards goals. Also empowering others in the organization is conducted when a particular employee goes through hardship.

Responsibility:

The responsibility includes individuals’ staff day to day activities. For example, conducting a financial transaction for the customers, and providing

However, this strategy does have impact on the bred banks culture. Bred banks strategy has designed in such a way that lead them to expand their business and being able to be one of the business that operates in many countries. This strategy has helped them to compete in a competitive environment and strengthens its organisational culture.

Levels of Organisational Culture

The level of organisational culture that Bred bank has is divided into two main parts:

1. Observable

The observable culture of the banks includes:

• Artifacts- visible organisational structures and processes.

• Espoused values- strategies, goals and philosophies.

• And behaviours: symbols, awards, stories, heroes, slogans, ceremonies.

2. Non Observable

For examples, values and beliefs, underlying assumptions of the bred banks is considered to be its non observable culture.

Functions of Organizational Culture

 Provide a sense of identity

The organisational culture of bred banks will clearly identifies by the clients and customers.

 Generate commitment

It helps the bank to be more committed to its goals and visions.

 Control mechanism

Bred bank organisational culture determine the control of using machine

 It helps make sense of occurrences

The Bred banks organisational culture helps in an incidents or