The implication of Organisational culture to reduce employee turnover

The implication of Organisational culture to reduce employee turnover.
It has been observed that the reasons behind the high rate of employee turnover in some organisations are a clear result of the unethical or unsupportive culture of the organisations (Kim et al., 2017). Thus an organisation should pay adequate attention to its culture that aims to motivate and influence its employees rather than defaming or misusing their talents and skills for unethical operations. A strong Organisational culture of an organisation indicates the ethical integrity and noble aim for achieving global sustainability. In Unilever, their sole focus has been improving the quality of their products with new inventions that will meet its consumers’ nutritional and hygienic demands at an affordable cost. This representation of the organisation’s goal and mission has helped Unilever to reduce its employee turnover in the last five years. 
Organisational culture theories 
The variety of the components in Unilever focused on the various economic performance and the quality level of the product. For the development of the economic performance, this organisation uses the various business models for the improvement of the products and their performances of them. Here in this case study discussion about the different kinds of business models that help the organisation for their business development. Such as Schein’s cultural model, Hofstede cultural dimensions 2 model, Cameron and Quinn model 3. In those models, describe the strategies and the development plan for the Unilever cultural performance.