In the following paper I would like to focus on the organizational culture of Unilever, one of my past employers. In particular, the focus will land on such aspects as artifacts and organizational values. Furthermore, the essay discusses how each of the mentioned artifacts and symbols impacts the organizational culture.

First of all, I would like to make a brief detour to talk about organizational culture in more general terms. For this purpose, I will refer to several scholarly articles. Owoyemi and Ekwoaba (2014) emphasize that “the idea of viewing [an] organisation as having a culture is a recent phenomenon” (p. 168). Furthermore, the authors define culture as a set of “beliefs, values, habits, behaviours, symbols, languages and norms” (p. 169). In another academic article by Sun (2008), it is mentioned that organizational culture can be divided into four specific elements: “symbols, heroes, rituals, and values” (p. 138). Basically, these are four layers; with values being central, followed by rituals, heroes, and symbols. Values lie at the deepest level of corporate culture. They shape the organization’s daily activities and functioning.

Based on the information provided on the company’s website, as well as from my experience of working at Unilever, the company espouses values of exceptional quality and personal integrity. What is more, the company’s employees demonstrate a commitment to perform on an exceptional level. Ethical practice is a number one priority within the company. Moreover, while I was working at Unilever, I observed that the company employees were highly committed to these values. As a matter of fact, if an employee was not aligned with the company values, she would usually leave the company sooner or later (voluntarily or asked to leave).
When I worked at the company, it was apparent that Unilever’s management was committed to selecting employees whose personal values deeply aligned with the company’s organizational culture. Henceforth, those individuals who felt committed to a greater cause, were hardworking and cooperative, were selected to join the organization.

As for the company’s artifacts, the company logo is a large “U” with “Unilever” written under it. If one looks at it closely, this large letter “U” is comprised of a number of small icons. Among them: an ice cream, a lock of hair, a tea leaf, and many others. Each of these pictures represents a part of Unilever’s business, serving as a symbol and a reminder of what the company does. Summing up, the logo serves to unite the company’s multiple offices, brands, and employees around a common goal. As for the company’s corporate colors, there are two: blue and white. These colors can be found in all of Unilever’s offices, which are simplistic and comfortable at the same time.

Among the different company practices, I cannot point to any repetitive or ritualistic behaviors that could be considered an artifact of the organization. However, it should be noted that there is a yearly conference which is held for Unilever’s managers from around the globe. The location is different each year, yet the goal remains the same: to unite and facilitate communication among Unilever’s worldwide offices and employees.

Importantly, Unilever is highly involved in social and community projects, providing assistance in third world countries. These projects are administered via Unilever’s individual brands and on part of the brand in general.

Based on my practical experience and the information found on the company’s website, I can assert that Unilever has a well-integrated corporate culture. Each of the stakeholders (both internal and external) is treated with respect and integrity. What is more, the company lives up to its corporate values: Unilever is able to show excellent performance, while displaying socially responsible behavior.