Hofstede’s organizational culture model is used by Adidas for its organizational culture. It provides directions and guidance to workers to do the work. The organizational culture of Adidas contains the shared beliefs, assumptions, and values that manage the employees’ behavior in the workplace. The organizational culture plays a vital role in gaining competitive advantages, employees share the common purpose and identify the possible gaps between actual and desired work culture.  Moreover. the vision statement of Adidas is short, clear, and concise which means the organization has not used long dialogue to convey its message to stakeholders and the public. There is three level of organizational culture, the first is artefacts, the middle is value and beliefs and the last is assumptions. The organizational culture of Adidas is artefacts, it is tangible and easy to observe but difficult to interpret. Artefacts of Adidas are the official dress code of employees, open-door policy, and office layout. Furthermore, sharing values, principles, and standards is the core value of Adidas. For example, employees change their behavior accordingly owing to communication is significant. In addition, employees are not aware of assumptions because these are embedded ideologies.

Hofstede’s cultural model has six dimensions: mean orientation vs goal orientation. First, Mean orientation is helpful to encourage employees to promote healthy competition versus goal orientation supports putting their best efforts to accomplish their goals. Second, an internally driven culture represents the overall perception of employees’ experience and skills to give importance to the ethics and integrity of business whereas an externally driven culture focuses on customers’ needs and works accordingly. third, Easy going work discipline by rewarding with monetary and non-monetary rewards Adidas is promoting creativity and innovation of employee vs strict work discipline Adidas decides to make a gradual shift from top to bottom to balance strict and smooth discipline. Fourth, local vs professional organizational culture, Adidas is focusing on the professional culture of employees and customers. Fifth, open and closed system Adidas choose an open system to communicate and be flexible with different cultures across the world. At the last, employee orientation and work orientation, this company adopts an employee orientation culture that encourages workers to overcome stress levels and provides guidance and coaching to achieve their goals.

In conclusion, Adidas has built a successful and strong organizational culture that is deeply embedded and widely accepted by its highly diversified workforce. The company understands and work on its core value, shared beliefs and assumption after that apply this organizational culture as a tool to gain benefits or make positions in hypermarkets.

Organizational culture of Adidas. (n.d.). Essay48. Retrieved April 7, 2022, from https://www.essay48.com/13762-adidas-Organizational-Culture

All Answers Ltd. (2021, December 31). Adidas’ organisational culture. Ukessays.Com; UK Essays. https://www.ukessays.com/assignments/adidas-organisational-culture-356-2021.php

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