BUS3124

Leadership and Corporate Culture of

Nestle Bangladesh Limited
As Assignment presented to the
Southeast Business School, Southeast University
Submitted To:
Iftekhar Shahab Uddin
Lecture
Southeast Business School
Southeast University

Submitted By:
Sarmin Akter
ID: 2018010000013
Batch: 48
Section: 04

Date of Submission: 10th June 2020

“Corporate culture of Nestle Bangladesh Limited
& its Various Functions”
10th June, 2020

Iftekhar Shahab Uddin

Lecturer of
Southeast Business School
Southeast University,
Dhaka, Bangladesh
Dear Sir
In the term paper of Business Ethics course about analysis Corporate Culture and
Leadership of Nestle Bangladesh Limited, I have tried my best to implement the
learning from the course. The experiences I made through the process are very
useful to analyze the Corporate Culture of the organization in the world. I would
like to thank you for providing me this opportunity to work on this project, despite
many limitations; I have tried my best to make this report with authentication and
sophistication.

If you have any further enquiry concerning any additional information or providing
feedbacks for development I would be very pleased to accommodate that.Thank
you.

Sincerely yours,
Sarmin Akter
ID: 2018010000
 Acknowledgement

First of all, we would like to express my gratitude towards Almighty Allah for enabling me to
complete this assignment on Leadership and Corporate Culture of Nestle Bangladesh Limited in
ethical prospect
I would like to convey my special thanks to my course faculty advisor for her valuable
guidance, which helped me to complete this report successfully. I am highly grateful to him.
I have tried my best to make this report sophistication with very difficulties.
 Table of contents

Contents Page No

Introduction 7

Background History of Nestle Bangladesh Limited 8-11

Role of Leadership in Nestle Bangladesh Limited 12-16

Corporate Culture in Nestle Bangladesh Limited 17-23

Impact of corporate Culture in Nestle Bangladesh Limited 24-25
Conclusion 26
References 27
 Executive Summery

The report explores the Leadership and Corporate Culture of Nestle Bangladesh Limited. Here I
have tried to capture the Leadership and Corporate Culture of this 154 year old company and
how efficiently they are, managing their employees through their various functions. I have also
tried to reflect how they are maintaining their global culture standards, practices and Leadership
policies. Also how they plan their people development, reward their employees, train and engage
them.
The report covers the organizational background and details the company history – both globally
and locally. The report describes the leadership styles and corporate cultures are practiced by
Nestle Bangladesh Limited.
 Introduction

The world's largest food and beverage company, Nestlé, was founded long back in 1866 by a
Swiss chemist Henri Nestlé. With sales of CHF 91.6 billion in 2014, Nestlé is the world's leading
Nutrition, Health and Wellness Company. The company employs over 339,000 people and has
442 factories situated in 86 countries. Nestlé products are sold in 197 countries. Founded in 1866
in Switzerland, where it is still based (with headquarters in Vevey), Nestlé has often been called
"the multinational among multinationals". Only about 1.5 percent of its sales are generated in its
home country, and all but 10 of its factories are situated abroad. Nestlé's General Management
consists of all the Executive Vice Presidents and deputy Executive Vice Presidents. It is chaired
by the Chief Executive Officer Paul Bulcke. Nestlé is a truly public company with over 250'000
shareholders of which around one third are Swiss. No single shareholder owns more than 3% of
the stock. As the world's leading nutrition, health and wellness company, Nestlé is the worldwide
leader in product categories such as soluble coffee, infant nutrition, bottled water, condensed and
evaporated milk, ice cream, as well as chocolate and malt drinks, and culinary. The Group is also
a co-leader in pet care. The Company is committed to delivering shareholder value through
sustainable, capital efficient and profitable long-term growth. Over the past years it has
concentrated on furthering organic growth and performance improvement. In the early eighties
Transcom Ltd. was appointed the sole agent of Nestlé products in Bangladesh. In 1992 Nestlé
S.A. and Transcom Ltd. acquired the entire share capital of Vita Rich Foods Ltd. Nestlé S. A.
took 60 percent while Transcom Ltd. acquired 40 percent. Page 5 Nestlé Bangladesh Limited
started its first commercial production in Bangladesh in 1994. In 1998 Nestlé S.A. took over the
remaining 40% share from our local partner when Nestlé Bangladesh became a fully owned
subsidiary of Nestlé S.A. Our factory is situated at Sreepur, 55 km north of Dhaka. Nestlé
invested Tk. 110 core so far since 1994. In addition to cereals, the factory produces instant
noodles and repacks milks, soups, and infant nutrition products. Other products, such as coffee,
breakfast cereals and confectionary items like Fox's Candy are imported from other Nestlé
locations.
Background History Of Nestle
It’s 1867 in Switzerland, and a premature baby cannot breastfeed, which is worrying in an era
when many infants die of malnutrition due to a lack of effective breast milk alternatives. Henri
Nestlé learns about the case and feeds the child his new ‘farinelactée’ infant food. It is the only
product that the boy can digest, and he survives.

Word of Nestlé’s success spreads rapidly, and through determination, commitment and a
pioneering spirit he builds a thriving business. His life-saving innovation is the model for all
those that follow throughout Nestlé’s 150 years, which show the company’s skill in meeting and
anticipating consumers’ changing needs. Worldwide, people now consume more than one billion
servings of Nestlé products per day. The company operates in over 197 countries and employs
almost 340,000 people. It’s a far cry from the small-scale business that Henri Nestlé founded in
Vevey, Switzerland. But Nestlé still embraces his values, his famous ‘Nest’ logo, and its
headquarters in the city.

Growing-up in an industrial age:

Nestlé’s story proper begins in 1866, when the Anglo-Swiss Condensed Milk Company launched
Europe’s first condensed milk, another life-saving product in an era before Page 3 refrigeration,
when fresh milk spoilt easily in transit. In 1905, Anglo Swiss merged with Nestlé’s company to
form the Nestlé & Anglo-Swiss Milk Company, which evolved into Nestlé from 1977. The
company’s early success was due to its investment in science-based products and modern
factories to produce them efficiently. Railways and steamships gave Nestlé & Anglo-Swiss
access to new urban markets worldwide, and it made savvy use of modern advertising media –
newspapers, magazines, billboards – to educate people on product benefits. Namely nutrition,
quality, safety, affordability and taste. It’s a blueprint for success that, bar a few necessary
updates, still applies today. One other benefit that Nestlé products have always offered is
convenience, and this became especially important after World War Two, when more women
entered the workplace, and people demanded foods that were easy to prepare. By 1938, people
could ‘start the day with a Nescafé’, the world’s first great-tasting instant coffee, simply by
adding hot water. By 1948 they could enjoy Nesquik, a cocoa-based powder that dissolves easily
in cold milk. And by 1957, they could finish the day with Maggi pasta ‘ready meals’ in cans,
which were hugely successful.
Lightening the load in the kitchen:
Cans weren’t new, but nutritious meals in cans were, and this quickly became a high-growth
segment for Nestlé. Such foods had a long shelf life, were easy to heat then eat, and you could
even enjoy them cold. Cans were also simple to transport, so you could consume them on a
camping trip, for instance, along with your cup of Nescafé. Such products helped to shape our
modern world, and life would never be the same.

From the 1960s, you could also enjoy the convenience of Nestlé frozen foods and ice creams,
which the company entered as domestic fridges and freezers grew in popularity. In 1986 Nestlé
went one step further by creating its own breakthrough Nespressosystem, which changed the way
we experience premium coffee. Nespresso is another Nestlé innovation that enhances people’s
quality of life, everywhere, every day. In doing so it brings pleasure, an emotion we associate
strongly with chocolate. Nestlé first entered this key business in 1904 when it took on export
sales for Peter & Kohler, later adding brands such as Cailler and KitKat. Today Nestlé business
spans beverages, waters, dairy, confectionery, petcare, even skincare. In 2011 the company
extended its leadership in Nutrition, Health and Wellness by creating Nestlé Health Science, to
develop nutritional healthcare products that target optimal brain health, for example, or healthy
ageing.

Nestlé Bangladesh
In the early eighties Transcom Ltd. was appointed the sole agent of Nestlé products in
Bangladesh. In 1992 Nestlé S.A. and Transcom Ltd. acquired the entire share capital of Vita
Rich Foods Ltd. Nestlé S. A. took 60 percent while Transcom Ltd. acquired 40 percent. Page 5
Nestlé Bangladesh Limited started its first commercial production in Bangladesh in 1994. In
1998 Nestlé S.A. took over the remaining 40% share from our local partner when Nestlé
Bangladesh became a fully owned subsidiary of Nestlé S.A. Our factory is situated at Sreepur, 55
km north of Dhaka. Nestlé invested Tk. 110 core so far since 1994. In addition to cereals, the
factory produces instant noodles and repacks milks, soups, and infant nutrition products. Other
products, such as coffee, breakfast cereals and confectionary items like Fox's Candy are imported
from other Nestlé locations.
Product Offerings:
The product portfolio of NBL can be broadly divided into two categories:

Food & Beverage

Shelf stable dairy & creamers Nido, Growing up milk, Coffee-Mate

Breakfast cereals Corn Flakes, Koko Krunch

Powdered beverage NESTEA,

Soluble coffee/ NESCAFÉ systems NESCAFÉ classic (Jar, Sachet, Pouch), vending
premix, 3-in-1 mixes
Maggi Noodles, Seasoning, soups, Sauces
Culinary products
Nutrition
Baby food Cerelac, Ceremeal,

Infant Formula Lactogen, Nan, Pre-Lactogen,

Specialty Products Baby and Me

Table: Products portfolio of NBL

Vision:
Nestlé Bangladesh’s vision is to build Nestlé as the respected and trustworthy leading Food,
Beverage, Nutrition, Health and Wellness Company in Bangladesh ensuring long term
sustainable and profitable growth. The company is very much focused to ensure that the vision is
implemented in every aspect.

Mission:
Nestlé is the world's leading nutrition, health and wellness company. Our mission of "Good
Food, Good Life" is to provide consumers with the best tasting, most nutritious choices in a wide
range of food and beverage categories and eating occasions, from morning to night.
Current Goals and Objective Of Nestle Bangladesh Limited:
Marketing objectives are compatible with the overall corporate objectives of nestle. Company’s
objective is to be the world’s largest and best branded food manufacturer while insuring that
nestle name is synonymous with the products of the highest quality.

Its chief objectives are:

➢ To achieve compatibility with international voluntary standards on environmental
management systems.
➢ To build mutual trust with consumers, governmental authorities and business partners.
➢ To ensure continuous improvement of nestles environmental performance.
➢ Conservation of natural resources and minimization of waste.
➢ To establish the benchmark for good business practice.
➢ Employing new technologies and processing.
➢ Measuring the cost and benefits to business of its activities.
➢ Monitor progress.
➢ Audit results.
The Role of Leadership in Corporate Culture:

Every employee impacts an organization's direction, but leadership has by far the largest and
most direct effect on company culture, which revolves around employee engagement,
environment, atmosphere and the success of the company and its clients. Leadership affects the
confidence of the staff and whether they see mistakes as opportunities for learning or failures
that damage the self-worth of the employee. Leadership cultivates the foundation of culture to
empower employees to achieve the company mission and realize how vital each of their
contributions is to furthering those goals.

1. Leaders Embody the Change They Want to See:

Leaders have a responsibility to demonstrate the beliefs of the corporate and reinforce behaviors
that reflect those values. "Be the change you would like to see" is a strong motto as a CEO. you
recognize you do not get an opportunity now that you simply finally earned your role at the
highest . If anything, you've got to figure harder and stay within the trenches to stay relevant, but
you furthermore may got to diversify your efforts and research to innovate for future success.
Your behaviors at work, your communication style and the way you handle wins and setbacks all
affect company culture. you cannot delegate creating the culture your employee’s experience. If
you would like to reflect particular values, demonstrate those values in your actions. the foremost
successful leaders skills to mix qualities: 13 percent of leaders specialize in the author the info —
the leader drives results and remains personable, and this boosts employee engagement.

2. Leaders Drive a Thirst for Continuous Learning:

No matter if entry-level or senior-level, all employees have something to show each other .
Leaders hold in-depth knowledge of how the engine of their company works, learning about each
employee as quite a cog within the machine. The leader expresses and demonstrates an interest in
employee growth. Experiential learning boosts retention scores by 90 percent and embodying the
concept that mistakes provide opportunities for education and innovation inspires employees to
develop existing and new skills. The much-desired "fast-paced" culture derives from a thirst to
find out and explore, not continue, which creates a natural atmosphere of collaboration and
creativity aligned with fun and performance.

3. Leaders Focus on Social Good for Employees and Clients

The drive to continuously learn comes in handy once you must resolve an important issue for a
client. Sometimes, the simplest resolutions occur as happy surprises within the simplest of
packages. The simplest business strategies consider the requirements of every client from various
points of view and ensure your employees are on board to follow the client journey. Ultimately,
the successful leader focuses on the social good of both employee and client. This approach
transforms a stagnant leader into an inspirational one who solves issues creatively while
measuring the larger impact of the company's services and products.
 Leaders place their attention on the deeper needs and desires of humanity which drive what
supply and demand truly are in life and business. Technology connects people increasingly round
the world which places bigger social responsibilities on companies, and leaders recognize that
fact.

4. Leaders Care about Employee Well-Being:

Dividing the professional from the person not applies in modern work culture. While maintaining
knowledgeable persona matters, an employee's well-being directly impacts how they perform
and have interaction at work. Gallup found that employees who thrive in five particular core
elements of well-being are 81 percent less likely to quit and find a replacement job, saving their
company money on healthcare when quite physical needs are met. Work attendance increases.
Customer ratings go up. Problems get solved more effectively and quickly, and employees adapt
more swiftly to vary Those five aspects of well-being include physical, social, community,
financial and purpose. Many employers offer a gym membership, but many companies don't
provide much else within the way of well-being initiatives. Though 80 percent of employers
offer wellness information and resources, leadership struggles with the "how" aspect of wellness
initiatives. Employers can meet their staff's needs by providing more flexibility, investing in
professional development, encouraging socialization and building better leave policies than the
govt. requires, for instance . Additionally, leadership shifts and each leader influences the
changing work culture, which may easily go from good to bad or from bad to worse. Leaders
must honor those that came before if the engine runs well, but change is inevitable — employees
and leaders all play a neighborhood. When employees feel engaged during a dynamic and caring
work culture, their performance, pride and loyalty skyrocket the corporate and its clients to
success.

Styles of Leadership
There are 6 types of Leadership Styles such as:

1. Coercive Leadership Style:

The coercive leader demands immediate compliance with their orders. The coercive leader has a
style that is best described as: Do what I tell you, or else. The coercive leader accomplishes
tasks by bullying and sometimes even demeaning the followers. The coercive leadership style is
best utilized in situations where the corporate or followers require an entire turnaround attempt.
for instance , it's effective during disasters or handling underperforming employees, usually as a
final resort. Under those conditions, the immediate compliance with an order or instruction
quickens the road to recovery. Unfortunately, Goldman's research indicates this style features a
very negative impact on the general work climate. This style provides little opportunity for
reward, and by demanding compliance with orders, it removes from workers all responsibilities
for his or her individual actions.
2. Autocratic:
Also called the authoritarian style of leadership, this type of leader is someone who is focused
almost entirely on results and efficiency. They often make decisions alone or with a small,
trusted group and expect employees to do exactly what they’re asked. It can be helpful to think
of these types of leaders as military commanders. This leadership style can be useful in
organizations with strict guidelines or compliance-heavy industries. It can also be beneficial
when used with employees who need a great deal of supervision—such as those with little to no
experience. However, this leadership style can stifle creativity and make employees feel
confined.

3. Affiliative Style:

A phrase often wont to describe this sort of leadership is "People come first." Of all the
leadership styles, the affiliaitive leadership approach is one where the leader gets up close and
private with people. A pacesetter practicing this style pays attention to and supports the
emotional needs of team members. The leader strives to open up a pipeline that connects him or
her to the team. Ultimately, this style is all about encouraging harmony and forming
collaborative relationships within teams. It's particularly useful, for instance, in smoothing
conflicts among team members or reassuring people during times of stress.

4. Democratic Style:
Democratic leaders are more likely to ask "What does one think?" They share information with
employees about anything that affects their work responsibilities. They also seek employees'
opinions before approving a final judgment. There are numerous benefits to the present
participative leadership style. It can engender trust and promote solidarity and cooperation from
employees. It allows for creativity and help employees grow and develop. A democratic
leadership style gets people to try to what you would like to be done but during a way that they
need to try to it.

5. Pacesetting Style:

"Do as I do!" is that the phrase most indicative of leaders who utilize the pacesetting style. This
style describes a really driven leader who sets the pace as in racing. Pacesetters set the bar high
and push their team members to run hard and fast to the finishing line. While the pacesetter sort
of leadership is effective in getting things done and driving for results, it is a style which will
hurt team members. For one thing, even the foremost driven employees may become stressed
working under this sort of leadership within the end of the day. An agile leadership style could
also be the last word leadership style required for leading today's talent. Should you avoid the
pacesetting style altogether? Not so fast. If you're an active entrepreneur working with a like-
minded team on developing and announcing a replacement product or service, this style may
serve you well. However, this is often not a method which will be maintained for the future. A
pacesetting leader must let the air out of the tires once during a while to avoid causing team
burnout.
6. Coaching Style:

When you having a coaching leadership style, you tend to have a "Consider this" approach. A
leader who coaches views people as a reservoir of talent to be developed. The leader who uses a
coach approach seeks to unlock people's potential. Leaders who use a coaching style open their
hearts and doors for people. They believe that everyone has power within themselves. A
coaching leader gives people a little direction to help them tap into their ability to achieve all that
they're capable of.

Appreciate Leadership Styles for Nestle Bangladesh Limited:

A clear understanding of the role of leaders and management is often blurred and confused;
sometimes the two terms are used as synonyms. As stated by Professor John Kotter usually the
terms are mixed up but management is a process that helps a company or organization to run
smoothly, leadership is diverse. In his opinion a leader is a person who line up the people of the
organization to a common vision by inspiring, communicating and by encouraging. Leaders who
have mastered four or more—especially the authoritative, democratic, affiliative, and coaching
styles—have the best climate and business performance. These four types of Leadership Style
are appreciate for Nestle Bangladesh Limited. A good example of authoritative leader could be
found in various types of Leadership, the reason could be found in his demanding but effective
leadership that drives to a desire for perfection and better results. A different style of leadership
style could be found in a multi-national company, Nestlé, the style used is a blend of
authoritative, coaching and democratic style that drives the team under this management to be
highly competitive thanks to leaders and the management of the CEO Paul Bulcke that are able
to manage and lead by challenging teams to win, but at the same time by encouraging them and
by identifying strengths and weaknesses of employees. On the other hand pacesetting leadership
style and coercive leadership style have bad impact on employee’s performance. These two
leadership styles will demotivate the employees of the organization. These Two leadership styles
are not appreciate for the leaders of the Nestle Bangladesh Limited. I personally think that
different situations need diverse styles of leadership, it can be said that different style are
effective only if a leader possess “emotional intelligence” that is the ability to and work with
other people by effectively leading changes using self- awareness, determination empathy and
social skills. So these four leadership styles are appreciated for Nestle Bangladesh Limited.

Types of Leadership:

Leadership in business is the capacity of a company's management to set and achieve

challenging goals, take fast and decisive action when needed, outperform the competition, and
inspire others to perform at the highest level they can. It are often difficult to put a worth on
leadership or other qualitative aspects of a corporation , versus quantitative metrics that are
commonly tracked and far easier to match between companies. Leadership also can speak to a
more holistic approach, as within the tone a company's management sets or the culture of the
corporate that management established. There are two different types of Leadership.
1. Transactional Leadership:
A transactional leader is someone who is laser-focused on performance, similar to a pacesetter.
Under this leadership style, the manager establishes predetermined incentives—usually in the
form of monetary reward for success and disciplinary action for failure. Unlike the pacesetter
leadership style, though, transactional leaders are also focused on mentorship, instruction and
training to achieve goals and enjoy the rewards. While this type of leader is great for
organizations or teams tasked with hitting specific goals, such as sales and revenue, it’s not the
best leadership style for driving creativity.

2. Transformational Leadership:
The transformational leadership style is similar to the coach style in that it focuses on clear
communication, goal-setting and employee motivation. However, instead of placing the majority
of the energy into each employee’s individual goals, the transformational leader is driven by a
commitment to organizational objectives. Because these types of leaders spend much of their
time on the big picture, this style of leading is best for teams that can handle many delegated
tasks without constant supervision.

Appreciate Leadership for Nestle Bangladesh Limited:

Nestlé managers at all levels are more concerned with leading and inspiring people to add value
to the Company and society rather than with exercising formal authority. This calls for a high
personal commitment of each employee and a common mindset geared towards results. In an
increasingly dynamic world, leaders face significant challenges and opportunities. These stem
from shifts to new social patterns and unprecedented worldwide competition. Transformational
Leadership is appreciate for Nestle Bangladesh Limited. Transformational Leadership helps will
help create transformational leaders who are authentic, agile, and inspired and create cultures of
innovation, inclusion, and growth. Leaders will passionate about helping organizations growth.
They need these transformational leaders to guide and grow others around them. Managers at
Nestle think about a phenomena from different perspectives in a way which leads toward
innovation. Employees are provided with the opportunity of taking risk and openness to new
experiences which many times leads to the mistakes but they are tolerate able if the mistakes are
becoming the source of learning and employees are committed to learn from them. Nestle
Bangladesh Limited ensures personal commitment of its employees toward their work and
achieving their individual goals so that the overall goals of organization become able to meet
which results in promoting the organizational success. So Transformational Leadership is
appreciate for Nestle Bangladesh Limited because transformational leader is driven by a
commitment to organizational objectives. These sorts of leaders spend much of their time on the
large picture, this sort of leading is best for teams which will handle many delegated without
constant supervision.
Corporate Culture:
Corporate culture refers to the beliefs and behaviors that determine how a company's employees
and management interact. It is also influenced by national cultures and traditions, economic
trends, international trade, company size, and products. Corporate cultures, whether shaped
intentionally or grown organically, reach to the core of a company’s ideology and practice, and
affect every aspect of a business.

Example:
1. Netflix is a well-known technology startup that began in 1998 as a mail-in DVD rental
service. Today, it is one of the leading technology companies in the world as a 7-billion-
dollar industry, and one of the great examples of corporate culture.
2. Google has been an icon in terms of examples of company culture for years. They have
single-handily set the tone for thousands of companies today.
3. Twitter is another example of corporate culture . People that work at Twitter believe
what they’re doing matters. That will always be the biggest boost to productivity.

Dimension of Corporate Culture:

1. Concern for People:
The organizations care for its employees. Organization gives priority on its employees. It focuses
on employee’s welfare than employee’s performance. In a culture with an employee-centered
management philosophy leaders take responsibility for the happiness, well-being, and
satisfaction of their employees. This is true even if it is at the expense of productivity.

2. Concern for Performance:

In Concern Performance culture, a focus on high task performance can come at the expense of
employees. In this environment, there is a low level of empathy for personal problems. In this
Cultures people experience a strong pressure to complete the job; they perceive the organization
as only interested in the work the employees do.

Compliance VS Value based Culture in Nestle Bangladesh Limited:

Compliance:
A compliance based organization is one that establishes rules and conduct with penalties for
disobedience. The repercussions of non-compliance keep employees in line. Fear appears to be
the driving motivator in the adherence of compliance-based ethics. For example, In American
companies, reduced sentencing guidelines were the major factor in adopting ethical programs in
nearly all of the Fortune 500 companies. The incentive not to go to jail or to go to jail for less
time is a strong motivator to have an ethical program but is certainly not one that will be believed
in by employees. This is merely crisis-driven government response in these organizations. In
compliance-based programs, employees are motivated to act out of fear of consequence as
opposed to being motivated because of some moral or ethical compass.

Value Based Culture:

An organization must have a mission based on integrity which entails moral commitments and
values. Additionally, an organization which recognizes its mission as a way of life and
continually strives to adhere to said mission in all respects is arguably the organization that
possesses integrity . Organization ethics is framed by Values Based Decision Making.
In NBL (Nestle Bangladesh Limited) managers take decision in value based culture. They think
about relationship between their employees and customers before taking any decision. Managers
of the organization drive their employees according to mission statements and values of the
organization. The Nestlé Code of Business Conduct establishes non-negotiable minimum
standards of behavior for all our people over issues such as compliance with the law, conflicts of
interest, insider trading, fair dealing, confidential information, bribery and corruption,
discrimination and harassment, and reporting Non-compliance.
2. Differential Association in NBL:
Differential association theory proposes that people learn values, attitudes, techniques, and
motives for criminal behavior through their interactions with others. It is not considered so
because Interactionism focuses on the development of boundaries in society and persons'
perceptions of them. Learning Theory is taken into account a positivist approach because it
focuses on specific acts, against the more subjective position of social impressions on one's
identity, and the way those may compel to act. They find out how to commit criminal acts; they
learn motives, drives, rationalizations, and attitudes. It grows socially easier for the individuals to
commit a criminal offense. Differential association theory was a game-changer in the field of
criminology. However, it has been criticized for failing to take individual differences into
account. Personality traits may interact with one’s environment to create outcomes that
differential association theory cannot explain. For example, people can change their environment
to ensure it better suits their perspectives. They may also be surrounded by influences that don’t
espouse the value of criminal activity and choose to rebel by becoming a criminal anyway.
People are independent, individually motivated beings. As a result, they may not learn to become
criminals in the ways differential association predicts.
Differential association has also impacts on NBL. As multinational company NBL has to take
various decision . Employees of NBL from lower class are influenced by Upper class employees.
If Managers or Directors are doing something wrong, then the workers will do that next time.
Because of doing wrong things of managers, the workers learn wrong or unethical activities.

3. Whistle Blowing in NBL:

A whistleblower is a person, who could be an employee of a company, or a government agency,
disclosing information to the public or some higher authority about any wrongdoing, which
could be in the form of fraud, corruption, etc. A whistleblower is a person who comes forward
and shares his/her knowledge on any wrongdoing which he/she thinks is happening in the whole
organization or in a specific department. A whistleblower could be an employee, contractor, or a
supplier who becomes aware of any illegal activities. A whistleblower can file a lawsuit or
register a complaint with higher authorities who will trigger a criminal investigation against the
company or any individual department.
There are two types of whistleblowers: internal and external. Internal whistleblowers are those
who report the misconduct, fraud, or indiscipline to senior officers of the organization such as
Head Human Resource or CEO. External whistle blowing is a term used when whistleblowers
report the wrongdoings to people outside the organization such as the media, higher government
officials, or police.
In NBL, to protect whistleblowers from losing their job or getting mistreated there are specific
laws.NBL have a separate policy which clearly states how to report such an incident.
4. Motivation in NBL:
An individual’s actions, desires, and wishes to find out about and have interaction with culture
based incentives which plays a crucial role within the generation of agripreneurs decision to
venture into agripreneurship for e.g. a way of loyalty to support the family, a way of nationalistic
pride. the explanations for people’s actions, desires, and wishes to find out about and have
interaction with culture based destinations which plays a crucial role within the generation of
tourists’ arrival to cultural tourism destinations.

Today, almost all business is global business. Cultural awareness is core for successful
businesspeople today. This post is part in an ongoing series to help readers leverage insights into
the eight dimensions of culturally based work style differences, so you can raise your own global
business productivity. It is critically important to understand the nuances of work-life balance
and motivation because it’s the key to comprehending what inspires people and encourages top
performance. Yet, it’s a great challenge for multi-cultural teams and, in fact, all facets of
intercultural communication: Motivation is one of those subtle cultural dimensions that can take
you by surprise. It’s not only influenced by culture and personal work styles, but it’s also
impacted by generational expectations. And, if misunderstood, it can cause you to make
erroneous assumptions – leading to sometimes stunning repercussions.
Nestlé is a leading employer globally, and they must continue to engage and develop their
workforce to be responsive to a rapidly changing world. Good employee engagement is vital for
maintaining commitment and performance at a time when people may be concerned about job
security. Where they need to re-organize or change working practices, strong workplace relations
will ensure they achieve the most positive changes, maintain morale and retain their best people.
Through learning and training, they are equipping theirr people with the professional and
personal skills and employability they need to give them the best possible future career choices
at Nestlé.

Types of Corporate Culture:

Culture affects every aspect of your company, from the public’s perception of your brand to your
employees’ job satisfaction to your bottom line. Because there’s so much at stake, it’s important
that your corporate culture is adaptable and open to improvement. There are 4 types of corporate
Culture .

1. Apathetic:
The apathetic may lack a way of purpose, worth, or meaning in their life. and should also exhibit
insensibility or sluggishness. Apathy is described as a results of the individuals feeling they are
doing not possess the extent of skill required to confront a challenge. It's going to even be a
results of perceiving no challenge in the least (e.g. the challenge is irrelevant to them, or
conversely, they Apathy are some things that each one people face in some capacity and may be
a natural response to disappointment, dejection, and stress. As a response, apathy may be thanks
to ditch these negative feelings. This sort of common apathy is typically only felt within the short
term and when it becomes a long-term or maybe lifelong state is when deeper social and
psychological issues are presumably present. Apathetic culture shows minimal concern for
people and performance. In this culture, individuals focus on their own self interests. Apathetic
tendencies can in almost any organization.
For example: IBM employees can still keep their passions, but payout will not be based on their
final, higher paying salary years.

2. Caring:
A culture of caring isn't just about caring for your employees and having them care for
customers. The idea of a culture of caring encompasses many things: leaders caring about
employees, employees caring for each other and for customers, and everyone in the
company caring about the company's purpose. Caring Culture shows little concern for
performance but a high concern for people. It seems to be very appealing to employees. Caring
focuses on relationships and mutual trust. Work environments are warm, collaborative, and
welcoming places where people help and support one another. Employees are united by loyalty;
leaders emphasize sincerity, teamwork, and positive relationships
For Example: Disney, Southeast Airlines.

3. Exacting:
Exacting culture shows little concern for people, but a high concern for performance. It focuses
on the interests of the organization.
For example: United Parcel Service (UPS) is an exacting culture.
Employees are held to high standards to ensure maximum performance consistency of delivery
and efficiency.

4. Integrative:
Cultural integration is a form of cultural exchange in which one group assumes the beliefs,
practices and rituals of another group without sacrificing the characteristics of its own culture.
Integrative culture means high concern for people and performance.
For Example: Starbucks is always looking way to improve performance. it also exhibits a high
concern for people through community causes sustainability, employee health care.

Practiced of Corporate Cultures in NBL:

Nestle has well-built business culture which is mirrored by the business logo itself. The logo,
“Good Food Good Life” which is all the time affixed to its merchandise is the major direction for
every activity inside the business. Nestle considers that good food is the chief basis of good
health throughout life therefore it always sets nutrition, health and wellness as the centre of its
business. The corporation tries to additionally expand and stress on these aspects. These three
things Nutrition, Health and Wellness can be seen in all Nestle products and in the business
mission statement additionally.
A strong culture of business ethics and integrity is an enabler for NBL and its operations,
enhancing and strengthening a mindset of ‘doing the right thing for the right reason’. Through
this, they continuously foster creating shared value for their business and activities, as well as for
their employees, consumers, shareholders and communities. Caring and Integrative cultures are
practiced in NBL.

Caring Culture in NBL:

Caring Culture means little concern on performance but high concern for people. NBL give
priority to their employee rather than their employee. Nestle management provided their
employees functionally with good environment, they also influences their employees various
facilities like Healthy salary, increments .For this reason these employee more motivated and
ready to make much more contribution to the Organization, when these organization fails to
gives their employees facilities then employees develops a feeling of dissatisfaction. They have
always concern for their employees. Because they believe employees performance will be
increased when their needs are fulfilled by the organization.
NBL provide proper knowledge and information to their employees. They build efficient and
capable workers by providing proper training to their employees. They identify their employee’s
weakness and then cover it. For them, training is more than just a transfer of know-how and skill
development. It’s about each of their employees having the support to do and be their best.
Content: Training development on Nestle Bangladesh Limited.
Integrative Culture in NBL:
NBL focus both of their employee and their performance. An important and often overlooked
aspect of culture is that despite its subliminal nature, people are effectively hardwired to
recognize and respond to it instinctively.
NBL towards people interactions and coordination will fall on a spectrum from highly independent
to highly interdependent. Integrative Cultures that lean toward the former place greater value on
autonomy, individual action, and competition. Those that lean toward the latter emphasize
integration, managing relationships, and coordinating group effort. People in such cultures tend to
collaborate and to see success through the lens of the group.
NBL`s Work environments are lighthearted places where people tend to do what makes them
happy. Employees are united by playfulness and stimulation; leaders emphasize spontaneity and a
sense of humor.
Moreover NBL`s Work environments are also outcome-oriented and merit-based places where
people aspire to achieve top performance. Employees are united by a drive for capability and
success; leaders emphasize goal accomplishment.
Impact of Corporate Culture on NBL:
Every business organization, even those with only a handful of employees, can benefit from
cultivating a corporate culture that keeps people engaged and productive while improving
business performance. Corporate Cultures also impact on NBL for doing ethical activities.

Impact of corporate culture in NBL management:

One of the tasks that management has is to make sure that employees are engaging in
behaviors that meet the organization’s goals. In other words, they need to control the
activities of the employees. This can be achieved in a couple of ways. The traditional way
included using formalized rules, i.e. bureaucratic systems, material rewards and
punishments and other norms that determined how the work was to be done. This concept
became attractive since it assumed that organizational culture not only explains why
members of an organization act and react in certain ways, but also presented the
possibility of managing the culture to meet the company’s goals even better. Because
members of an organization should have a shared sense of purpose and meanings, the
corporate culture could enhance effectiveness in the organization directly. As has already
been established, organizational culture can explain both unethical behavior within the
organization as well as ethical actions. Through a skilled and diligent management, the
unethical behavior can be altered into a more ethical one. If NBL managers or directors
are honest and do ethical works their workers will do ethical works. In corporate cultures
influences managers to do ethical work. Corporate culture helps to manager’s focus on
employee’s interests and their performance.

Content: Influence of corporate culture in NBL.

Corporate culture should convey how the organization sets expectations and rewards desired
behaviors. These definitions can be established within a mission statement, the business goals,
the brand strategy and even a company logo.

Across all departments, from accounting and finance to operations, sales and marketing,
corporate culture plays a vital role in the success of NBL. Corporate culture can have a direct
impact on hiring, employee retention, collaboration, policy compliance and communication, as
well as the effectiveness of change management and ethical activities.
 Conclusion
It can be said that NBL (Nestle Bangladesh Limited) is one of the best leading food
manufacturing company in our Country. Moreover, the quality of this company’s product is
world class. The day-to-day management of the NBL business is taken care of by their
employees. Performing in an ethical manner is at the core of NBL organization approach.
Upholding strong ethical principles, not only in their direct business, but also throughout their
entire value chain, is fundamental to them operating. It underpins the trust their consumers have
in us as well as their license to operate.

Based on Leadership and corporate cultures they work to foster the ‘does the right thing for the
right reason’ mindset throughout the organization. Everyone at NBL contributes to Creating
Shared Value, making their activities and operations more efficient and enhancing their
competitive advantage, by reinforcing their reputation.

For companies as big and successful organization by practicing appreciate leadership and
corporate culture, NBL training employees to follow ethical and social principles are key success
factor and has got to be observed and practice continually. Many businesses have an interest in
making money, which is that the bottom line or in other words they only want to be in business;
on the opposite hand there are many businesses that creating money doesn't mean everything to
them, but doing the proper thing and having responsibility and commitment toward society have
much more importance. NBL got to continue its effort in practicing ethical principles altogether
company levels and it has got to change its future strategy and concentrate to what's right and
wrong.
 References
1. https://builtin.com/company-culture/types-of-organizational-culture

2. https://www.nestle.com.bd/

3. https://www.mindtools.com/pages/article/newLDR_84.htm

4. https://www.ukessays.com/essays/management/leadership-at-nestle.php