History Lincoln Electric Company is a world leader in the manufacturing of welding equipment. The company was founded in 1895 with an initial investment of $200 by John C. Lincoln and, later on, headed by his younger brother James F. Lincoln. The Lincoln Electric incentives and productivity plan has become an important reference for academic texts on management (Sharpling, n.d.). Most of this incentives and productivity plans have been preserved by the company throughout the years and are based on strong believes inherited from James F. Lincoln whose father was a Christian minister and, although there is no indication that Lincoln attempted to evangelize his employees or customers (Sharpling, n.d.), his Christian principles on ethics and respect
…show more content…
The recruitment policy offers scaling positions to current employees which leads not only the creation of a sense of opportunity amongst the employees but also improves the productivity by mitigating the effect of the New Employee Onboarding process. In the other hand, the lack of a formal organizational chart also evidences a commitment to encourage trust in the workforce and promotes a sense of empathy to the human resources. In the artifacts layer, the company promotes its values through evident physical and structural facts. Almost all the facility areas are properly used and no physical privileges are exposed avoiding anything that might generate a disruption in the relationship of the different managerial levels of the company. This can be observed in the facilities, since “The administrative offices, near the center of the factory, are entirely functional and not even the President 's office is carpeted.” (Sharpling, n.d.,p.6). Dimensions of Organizational Culture Profile (OCP) The success of The Lincoln Electric Company has come as a consequence of the high levels of productivity of the employees caused by the company’s constant concern to improve the work conditions of its human resources. Based on the OPC Typology, we may describe Lincoln Electric’s as a People-Oriented Culture due to its “Greater emphasis on and expectation of treating people with respect and dignity” (Carpenter, Bauer & Erdogan, 2009, p.188). Another evidence of this was the company’s constant concern to maintain wages above the standards, the implantation of the insurance plan and the 2 weeks paid vacations. We may also remark that this employee satisfaction has made Lincoln earn an extremely low or sometimes even inexistent
The recruitment policy offers scaling positions to current employees which leads not only the creation of a sense of opportunity amongst the employees but also improves the productivity by mitigating the effect of the New Employee Onboarding process. In the other hand, the lack of a formal organizational chart also evidences a commitment to encourage trust in the workforce and promotes a sense of empathy to the human resources. In the artifacts layer, the company promotes its values through evident physical and structural facts. Almost all the facility areas are properly used and no physical privileges are exposed avoiding anything that might generate a disruption in the relationship of the different managerial levels of the company. This can be observed in the facilities, since “The administrative offices, near the center of the factory, are entirely functional and not even the President 's office is carpeted.” (Sharpling, n.d.,p.6). Dimensions of Organizational Culture Profile (OCP) The success of The Lincoln Electric Company has come as a consequence of the high levels of productivity of the employees caused by the company’s constant concern to improve the work conditions of its human resources. Based on the OPC Typology, we may describe Lincoln Electric’s as a People-Oriented Culture due to its “Greater emphasis on and expectation of treating people with respect and dignity” (Carpenter, Bauer & Erdogan, 2009, p.188). Another evidence of this was the company’s constant concern to maintain wages above the standards, the implantation of the insurance plan and the 2 weeks paid vacations. We may also remark that this employee satisfaction has made Lincoln earn an extremely low or sometimes even inexistent