In addition, strategies allies are other external factors that play a critical role in the operations of Vodafone on the New Zealand market. Notably, these are important to this company since they help it spread its risks, and ensure that this company has access to the expertise it needs. Similarly, the natural forces are other external factors that could have an impact on the operations of this company (Analoui & Karami, 2003). For instance, bad weather could force consumers to stay at home, thus reducing the sales and revenue of this company. In addition, natural forces could destroy this company’s communication network such as communication masts, thus making its services inaccessible by customers in certain geographical regions in New Zealand. Vodafone has little or no control over natural forces. Similarly, the international forces have an impact on Vodafone. For instance, economic changes in other markets, the changing international currency and aspects such as regional integration have an impact on the decisions that the management of this company make to ensure it remain relevant in its market. Lastly, the demographic forces have an impact particular on elements such as the demand for its products, the marketing channels that this company use, as well as the target markets that this company focuses on.
此外，战略联盟是沃达丰在新西兰市场运营中发挥关键作用的其他外部因素。值得注意的是，这些对该公司非常重要，因为它们有助于该公司分散风险，并确保该公司能够获得其所需的专业知识。同样，自然力是可能影响该公司运营的其他外部因素（Analoui&Karami，2003）。例如，恶劣的天气可能迫使消费者呆在家里，从而降低该公司的销售额和收入。此外，自然力可能破坏该公司的通信网络，如通信杆，从而使新西兰某些地理区域的客户无法访问其服务。沃达丰很少或根本无法控制自然力。同样，国际部队对沃达丰也有影响。例如，其他市场的经济变化、不断变化的国际货币以及区域一体化等方面都会对该公司管理层为确保其在市场中保持相关性而做出的决策产生影响。最后，人口统计因素对其产品需求、该公司使用的营销渠道以及该公司关注的目标市场等因素有着特殊的影响。
2. Vodafone’s Organisation Culture 沃达丰的组织文化
a) The organisational culture of Vodafone 沃达丰的组织文化
To begin with, Vodafone New Zealand has an organisational culture that promotes diversity. According to Konrad, Prasad and Pringle (2005), diversity at the workplace is defined as a workplace that is composed of employees with varying characteristics such as gender, race, religion, ethnicity, socioeconomic background, sexual orientation, political beliefs and education among other characteristics. With this in mind, Vodafone has created a workplace environment that is composed of different genders and people from different cultural and religious backgrounds (Vodafone, 2018). Apart from diversity, this company’s culture also focuses on promoting flexibility, thus ensuring that its employees are not bound by different workplace rules and regulations that do not in any way contribute to their performance. In addition, Vodafone promotes the culture of innovation at its workplace (Vodafone, 2018). In this regard, the company encourages its employees to come up with creative ideas that can be developed and implemented, thus enhancing its ability to offer superior products and services to its customers as well as outshine its competitors.
首先，沃达丰新西兰拥有促进多样性的组织文化。根据Konrad、Prasad和Pringle（2005），工作场所的多样性被定义为由具有不同特征的员工组成的工作场所，这些特征包括性别、种族、宗教、种族、社会经济背景、性取向、政治信仰和教育等。有鉴于此，沃达丰创造了一个由不同性别、不同文化和宗教背景的人组成的工作环境（沃达丰，2018年）。除了多样性，该公司的文化还注重提高灵活性，从而确保其员工不受不同工作场所规章制度的约束，这些规章制度对他们的绩效没有任何影响。此外，沃达丰在其工作场所推广创新文化（沃达丰，2018年）。在这方面，公司鼓励员工提出可开发和实施的创意，从而增强其向客户提供优质产品和服务的能力，并超越竞争对手。
b) Manifestation of Vodafone’s culture in its environment 沃达丰文化在其环境中的表现
The diversity culture at Vodafone is manifested in this company through its human resources practices whereby it does not just employees women to meet the regulations on gender but rather goes beyond this to support the growth of women in its environment. For example, the company encourages women to take up tasks in fields that are largely dominated by men in society as way to promote gender diversity at its workplace (Vodafone, 2018a). Furthermore, women are not discriminated because of factors such as childbirth and parenting in this company. With regard to flexibility culture, this company has developed policies that allow employees to make choices on how they would like to work for the company. In addition, Vodafone has a flexible working environment to ensure that it does not infringe on the freedoms and preferences of its employees. For instance, the company does not specify the dressing code, thus giving its employees the flexibility to choose their own dressing codes that makes them happy (Vodafone, 2018b). With regard to the culture of innovation, Vodafone consistently invests in research and development, as well as support the developments of its employees’ ideas into products and services on the market.
沃达丰的多元化文化通过其人力资源实践在该公司得以体现，该公司不仅雇佣女性员工以满足性别规定，还超越了这一点，以支持女性在其环境中的成长。例如，该公司鼓励女性在社会上主要由男性主导的领域从事工作，以此促进其工作场所的性别多样性（沃达丰，2018a）。此外，在这家公司，妇女不会因为分娩和养育子女等因素而受到歧视。关于灵活性文化，该公司制定了政策，允许员工选择如何为公司工作。此外，沃达丰拥有灵活的工作环境，以确保其不会侵犯员工的自由和偏好。例如，该公司没有规定着装规范，因此其员工可以灵活选择自己的着装规范，让自己感到快乐（沃达丰，2018b）。在创新文化方面，沃达丰一贯投资于研发，并支持将其员工的想法发展为市场上的产品和服务。
c) How employees can learn the culture of an organisation 员工如何学习组织文化
Employees can learn the organisation culture of Vodafone through a number of ways among them organisational stories, rituals and ceremonies, and organisational heroes among others (Aquinas, 2009). Notably, narratives of significant events and people from the organisation create a platform for employees to gain insights on why the company does things in a certain way. For instance, through narratives, employees can learn about Vodafone’s culture as far as its dressing code is concerned. Furthermore, ceremonies and rituals that the company conducts regularly can help employees to learn about its culture (Aquinas, 2009). For example, through ceremonies to reward best performing employees whose creative ideas have had a significant impact on the company can help employees understand the culture of innovation at Vodafone. In addition, employees can learn the culture of Vodafone through its heroes. For instance, through portraying a number of women who have succeeded in a field that was largely associated with men, employees can be able to appreciate the culture of diversity in this company.
员工可以通过多种方式学习沃达丰的组织文化，其中包括组织故事、仪式和仪式以及组织英雄等（Aquinas，2009）。值得注意的是，对重大事件和组织人员的叙述为员工提供了一个平台，让他们了解公司为什么以某种方式做事。例如，通过讲述，员工可以了解沃达丰在着装规范方面的文化。此外，公司定期举行的仪式和仪式可以帮助员工了解其文化（Aquinas，2009）。例如，通过奖励表现更佳、创意对公司产生重大影响的员工的仪式，可以帮助员工了解沃达丰的创新文化。此外，员工还可以通过沃达丰的英雄人物了解沃达丰的文化。例如，通过描绘一些在一个主要与男性相关的领域取得成功的女性，员工可以欣赏公司的多元化文化。
d) Impact of this culture on the performance of Vodafone 这种文化对沃达丰业绩的影响
The organisational culture of Vodafone has a positive impact on its performance levels. To begin, through adopting a culture that promotes diversity, this company has been able to attract diverse skill capability, which has helped it improve the productivity level of every employee, thus improving its overall performance. For example, through giving women an equal chance as men, this company has been able to enhance the performance levels of women, thus contributing to its improved performance. Similarly, through promoting flexibility at its workplace, Vodafone has managed to keep its employees happy and motivated, thus improving their performance levels. According to Huang et al. (2016), when employees are happy and motivated, their productivity levels increase significantly, resulting in high productivity and performance levels, which in turn boosts the performance level of the organisation in question. In addition, through adopting a culture of innovation, Vodafone has managed to maintained consistency in its productivity levels because of its ability to come up with innovative and highly competitive products on the market.
沃达丰的组织文化对其绩效水平有积极影响。首先，通过采用促进多样性的文化，该公司能够吸引不同的技能能力，这有助于提高每位员工的生产力水平，从而提高其整体绩效。例如，通过给予妇女与男子平等的机会，这家公司能够提高妇女的业绩水平，从而有助于提高业绩。类似地，通过提高工作场所的灵活性，沃达丰成功地保持了员工的快乐和积极性，从而提高了他们的绩效水平。根据Huang等人（2016年）的研究，当员工感到快乐和积极时，他们的生产力水平会显著提高，从而提高生产力和绩效水平，进而提升相关组织的绩效水平。此外，通过采用创新文化，沃达丰成功地保持了其生产力水平的一致性，因为它有能力在市场上推出创新且极具竞争力的产品。