Uber, the ride-hailing giant, has been in the news for multiple reasons, both good and bad. The company's organizational culture has been in the spotlight for quite some time now, and it has been a subject of many debates and discussions. The case of Susan Fowler, a former engineer at Uber, brought the company's organizational culture to the forefront. Based on the case, it is essential to identify the drivers of Uber's organizational culture.

One of the primary drivers of Uber's organizational culture is its aggressive growth strategy. From its inception, Uber has been focused on expanding its business rapidly. The company has been successful in attracting investors, and it has received billions of dollars in funding to fuel its growth. Uber's aggressive growth strategy has led to the company expanding rapidly in different parts of the world. The company's culture is focused on growth and expansion, and it has created a sense of urgency among its employees. This sense of urgency has led to a high-performance culture, where employees are expected to work hard and deliver results quickly.

Another driver of Uber's organizational culture is its focus on innovation. Uber has disrupted the traditional taxi industry, and it has done so by leveraging technology. The company's culture is focused on continuous innovation, and it has created a sense of excitement among its employees. Uber encourages its employees to come up with new ideas and solutions that can help the company grow and expand. This focus on innovation has led to the creation of new products and services, such as UberEATS and UberPOOL.

A third driver of Uber's organizational culture is its customer-centric approach. Uber's culture is focused on providing the best possible experience to its customers. The company has invested heavily in customer service, and it has created a culture where employees are trained to go above and beyond to satisfy customers. This customer-centric approach has helped Uber build a loyal customer base, which has helped the company grow and expand.

However, the case of Susan Fowler has shed some light on the darker side of Uber's organizational culture. Fowler's allegations of sexual harassment and discrimination have raised questions about the company's culture. The case has highlighted some of the negative drivers of Uber's organizational culture, such as a lack of diversity and inclusivity.

One of the negative drivers of Uber's organizational culture is its aggressive and competitive culture. The company's focus on growth and expansion has led to a culture where employees are expected to work long hours and deliver results quickly. This aggressive culture can lead to burnout and stress among employees. The company has also been accused of using aggressive tactics to drive competitors out of the market.

Another negative driver of Uber's organizational culture is its lack of diversity and inclusivity. Fowler's case highlighted the lack of diversity and inclusivity at Uber. The company's culture has been criticized for being male-dominated and not inclusive of women and minorities. The company has been accused of not doing enough to address these issues and create a more diverse and inclusive culture.

Uber's organizational culture is driven by several factors, both positive and negative. The company's aggressive growth strategy and focus on innovation have helped it disrupt the taxi industry and grow rapidly. Its customer-centric approach has helped it build a loyal customer base. However, the case of Susan Fowler has highlighted some of the negative drivers of Uber's organizational culture, such as its aggressive and competitive culture and lack of diversity and inclusivity. It is essential for Uber to address these issues and create a more positive and inclusive culture that values its employees and customers.