From d5d3ff367f7ed57421c3c9c1e55700221d2f66d8 Mon Sep 17 00:00:00 2001 From: Seth Maurice-Brant Date: Fri, 12 Apr 2024 11:03:58 +0100 Subject: [PATCH] Influences on organisational culture --- .../fh/HofstedesModelofNationalCultures.md | 33 +++++++++++++++++++ 1 file changed, 33 insertions(+) diff --git a/content/sixth/Business/Units/fh/HofstedesModelofNationalCultures.md b/content/sixth/Business/Units/fh/HofstedesModelofNationalCultures.md index dcd5cdc9f1..dda4fd71be 100644 --- a/content/sixth/Business/Units/fh/HofstedesModelofNationalCultures.md +++ b/content/sixth/Business/Units/fh/HofstedesModelofNationalCultures.md @@ -61,3 +61,36 @@ tags: - The six elements of the cultural web discussed above help to make up what Johnson and Scholes call the paradigm. +--- + +### Influences on Organisational Culture + +- Business History + - Stores of how the business began + - Who were the company's founders? +- Existing Leadership Team + - They set the example of expected behaviours and values +- Business Performance + - If a firm is successful then this will reinforce the existing culture +- Company Ownership + - Is the focus upon social needs (government) or profit (private). Recent ethical focus. + + +### Reasons for changing culture + +- New leadership at the top of the company +- Change in the ownership of the company +- Economic conditions become more hostile or new competition enters the market +- Business growth through takeovers or mergers + +### Problems with changing culture + +- Even the most experienced managers/leaders will face varying levels of resistance when seeking to change a firm's culture. +- New leaders will need to convince existing employees that: + - Change is necessary for the business to thrive/survive + - Any change will make the business stronger in the long-term + - The suggested changes are right for the business + - Change is inevitable and will happen +- Need a clear and consistent message to harness as much support for the change as possible. +- However, ultimately some leaders will be pushed aside by their board of directors who might be fearful of the suggested changes. +