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Organizational Culture

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Ceylon Tobacco Company PLC | Organizational Culture | |

Table of Contents Executive summary ……………………………………………………………………………….……………………………………………………….…..1
Introduction ………………………………………………………………………………………….………………………………………………………….…2
Company history ……………………………………………………………………………….………………………………………………………….…2 Type of business ……………………………………………………………..……………….…………………………………………………………….2
Management and Staff ……………………………………………………………………………………………………………………………………….3
Organization culture and characteristics …………………………………………………………………………………………………………….3 As a team ………………………………………………………………………………………………………………………………………………………5
Organization culture and performance ……………………………………………………………………………………………………………….5 Sustaining its culture …………………………………………………………………………………………………………………………………….6
How employees learn about organizational culture …………………………………………………………………………………………….6
Conclusion …………………………………………………………………………………………..………………………………………………………………6
References …………………………………………………………………………………………………………………………………………………………..7

Executive Summary
Ceylon Tobacco Company is one of Sri Lanka’s most successful businesses and it caters to a wide set of crowd from age 21 and above in Sri Lanka, Maldives and Middle Eastern countries. It has being a distinctive member of British American Tobacco Company and operations span from the growing and processing of Tobacco to distribution and marketing of cigarettes.
By being the solitary tobacco products producer, CTC’s unique flat organizational structure and HR platform provides the opportunity for the local professional talents to learn and grow into the global professional British American Tobacco network. By providing the youth to guide to move the business ahead, CTC motivates and empowers potential leaders to contribute in key and tactical areas of business.
The scope of this report is to understand the theoretical elements on organizational behavior in Ceylon Tobacco Company such as Management and Staff, Organization Culture and Characteristics, How CTC works as a team, performance and sustainability of the company through the culture that they are carrying out, and how employees learn the company’s culture.

Introduction
Ceylon Tobacco Company PLC has long been one of the nation’s most exceptional companies distinctive yet understated, known for driving things one step further and for possessing the quality of being unique. The confidences to go forward, the vision to see where opportunity lays, the strength to deliver on promise are few qualities that have made CTC PLC a unique and successful organization in Sri Lanka.
Company History
Now known as Ceylon Tobacco Company, was incorporated in 1932 in Sri Lanka, and took over the operations of three separate tobacco businesses in the country at the time British American Tobacco Company (Ceylon)Limited, Westminster Tobacco Company Limited, and Thomas Bear & Sons Limited. The Company began growing Virginia flue cured tobacco in the early 1940s with the assistance of the Department of Agriculture and British American Tobacco Company London. CTC was listed on the Colombo Stock Exchange in 1954. The same year, the Company acquired the business of Godfrey Phillips Limited (formerly Rothmans Limited), and obtained the right to manufacture its brands in Sri Lanka.
Type of Business
Ceylon Tobacco Company Limited is the sole legal producer and marketer of tobacco products in Sri Lanka. The Company serves the domestic cigarette market and exports to the Middle East and the Maldives. It is a member of the British American Tobacco Group. The Company’s operations span from the growing and processing of Tobacco to distribution and marketing of cigarettes. Its corporate offices and main factory are located in Colombo, and its leaf processing plant is in the central city of Kandy, with tobacco cultivation and other activities being carried out in various regions of the country. The Company produces and markets six brands of cigarettes which are Benson &Hedges, John Player Gold Leaf, Paul Mall, Four Aces, 3 Roses, and Capstan. In 2005 CTC launched Dunhill Signed Range cigars to the local market

Management and Staff
CTC adopts a unique HR approach that is best defined by the opportunities that it offers its employees. The main thrust of CTC’s HR strategy is focused on developing people to be world-class professionals. With a strategic objective to be a key talent provider for BAT (British American Tobacco), CTC adopts a people specific strategy that revolves around not only CTC’s human resource needs but also the requirement of the global network. Thus, recruitment and retention strategies are invariably dependent on attaining a global it. As a multinational company, CTC provides a platform for local talent to learn and grow into professionals with the capacity to operate across the global BAT network. The flat organizational structure, progressive work culture and a focused human resources development strategy have enabled CTC to produce a cross-section of corporate successes internationally.
The organization is currently led by CEO/Managing Director James Yamanaka followed by an eleven member Board of Directors which they govern supply-chain, human resources, marketing, legal, corporate and regulatory affairs, and finance departments. Likewise there are approximately 300 executive Management cadre personals in the organization including trainee executives and factory supervisors working under these sectors.
Organization Culture and Characteristics
CTC has a unique corporate culture that is aimed at inspiring and motivating from within to take the Company to greater heights, where the sense of personal achievement supersedes all else. CTC encourages cross-functional, cross-grade project work that brings people together, letting them get to know each other, work with each other, and makes the Company a “home away from home.” One key aspect of CTC’s corporate culture is the non-existence of hierarchical distinctions. Everyone is on a first-name basis, and even the Company parking lot has no reserved bays and allows anyone to park anywhere. All staff is served the same choice of meals in the common canteen area, and every employee clocks in to work from the CEO down to the shop floor worker.

They following four guiding principles represent the organizations culture: 1. Strength from Diversity 2. Open Minded 3. Freedom through Responsibility 4. Enterprising Spirit

* Strength from Diversity
Strength from Diversity reflects the cultural mix within the Company and a work environment that respects employee’s individual differences. It also reflects of harnessing diversity of people, cultures, viewpoints, brands, markets and ideas to create opportunities and strengthen the performance. The diversity of the workforce and their ideas create opportunities and give them competitive edge which flourishes and succeeds in an environment which values and cherishes differences * Open Minded
Open Minded reflects the openness to change, opportunities and new ideas, including ways of addressing regulatory issues and changing social expectations. CTC PLC seeks to listen without prejudice, actively and genuinely considering other viewpoints. This encourages everyone to contribute, by actively listening, by being genuinely receptive to new ideas and the ideas of others, by being open to different perspectives and questioning and challenging the conventional * Freedom through Responsibility
Freedom through Responsibility describes how CTC PLC make decisions as close to the consumer as possible. It also affirms the belief that decision makers should accept responsibility for their own decisions. * Enterprising Spirit
Enterprising Spirit has been a characteristic of CTC PLC’s culture for more than a century. It is reflects the ability to grow the business and its value within challenging environments, in the confidence to seek out opportunities for success, to strive for innovation and to accept considered risk taking as part of doing business which enables them to do different things in different ways.
As a TEAM
CTC’s successes as a commercial enterprise are dependent on its exceptional and winning team. At every level and across the length and breadth of the organization, individuals work together with a fixed focus on a common set of goals. To sustain the value chain from seed to smoke, the CTC team works with commitment and drive, accepting change and innovation as a way of life. Though CTC is unionized, it remains one of the few organizations where change initiatives are met with universal acceptance.
Organizational Culture and Performance
CTC is a cradle of excellence both from a corporate as well as from an individual advancement perspective. The Company’s internal working culture and modern management styles place it at the forefront of management excellence in Sri Lanka. By giving young people the lead to drive the business forward, CTC inspires and empowers future leaders to contribute in key and strategic areas of business. This fosters independence and confidence, and prepares young team members for key positions within the organization as their corporate maturity becomes more evident to the company. With much of the second tier management consisting of young professionals inducted from various other industries, CTC reaps the benefit of fresh thinking and ideas. CTC as a company is the mixture of diverse individuals and their attributes, all which synergies to drive the company forward. In addition CTC offers competitive remuneration packages, employees receive a performance bonus that is based on the collective success of the company’s performance too.

Sustaining its Culture
The Ceylon Tobacco Company’s key HR strategy is to create an environment where there employees are inspired to perform. "Your Voice Survey” is a diagnostic tool designed to measure organizational climate, employee satisfaction and morale in British American Tobacco to identify & priorities action and behavior which would make the organization a 'Great Place to Work'. It provides an opportunity to its employees to express their thoughts and feelings about our workplace in many aspects. The aim of this survey is not only to identify and celebrate the strengths as a Company, but also to identify improvements they can make across the company to make CTC a Great Place to Work. Based on more focused and structured approach CTC has undertaken to address the issues that been raised, resulting in number of initiatives and action plans taken place at an organizational & functional level. As a result, CTC has achieved very high response rates and sustained its culture as one of the highest rated in the BAT Asia Pacific region.
How Employees Learn About the Organizations Culture
CTC has a philosophy of developing its employees to win, to enhance their knowledge and skills and develop their character with the aim of building and nurturing them to the finest leadership capabilities across the organization. The Company employs a vast array of traditional and modern learning tools from formal training to cross functional project work, virtual learning, 360 degree feedback, and events such as Annual Sports day, Christmas party, Avurudu day etc. Moreover, it also have annual trips which with departments been mixed and henceforth. Hence these activities expose the employees to the company’s culture.
Conclusion
Between the management and operational level employees, there has been a remarkable change in both behavioral and operational aspects at CTC throughout the last 15 years. Further, it is because of trust, confidence and collaborative teamwork which resulted in the best organizational culture that an employee could work. The international know how and best practices kept at CTC and its teams are front of corporate excellence, inspiring other corporates in Sri Lanka and the region.
References
1. CTC Profile & Executives - Ceylon Tobacco Co PLC - Bloomberg. (n.d.).Bloomberg - Business, Financial & Economic News, Stock Quotes. Retrieved July 28, 2012, from http://www.bloomberg.com/quote/CTC:SL/profile

2. Ceylon Tobacco Company Plc | Sri Lanka | Company Profile. (n.d.).Research, News, M&A, Statistics, Economic Indicators, Islamic Finance - ISI Emerging Markets. Retrieved July 27, 2012, from http://www.securities.com/Public/company-profile/LK/Ceylon_Tobacco_Company_Plc_en_2313933.html

3. JICA | Technical Cooperation Projects | The Project for Establishment of Japan Sri Lanka College of Technology to Strenghthen Technical Education in Sri Lanka. (n.d.). JICA-Visit to Ceylon Tobacco Company (CTC) Retrieved July 27, 2012, from http://www.jica.go.jp/project/english/srilanka

4. The Impact of Divergence in Internal Business Practices on Improving Productivity: The Case of Ceylon Tobacco Company. (n.d.). Faculty of Management & Finance. Retrieved July 27, 2012, from http://mgmt.cmb.ac.lk/index.php?option=com_content&view=article&id=195:the-impact-of-divergence-in-internal-business-practices-on-improving-productivitythe-case-of-ceylon-tobacco-company-&catid=45:cbj

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