Bridge the gap from strategy to execution: culture change that sticks

2017 ◽  
Vol 16 (5) ◽  
pp. 222-228 ◽  
Author(s):  
Suzanne Bates ◽  
Andrew Atkins
Keyword(s):  
Culture Change ◽  
Leadership Behavior ◽  
Leadership Teams ◽  
Functional Communication ◽  
Leadership Communication ◽  
High Stakes ◽  
Content Type ◽  
Collective Data ◽  
Future State

Purpose A 100+ year old organization was facing an enterprise-wide, multi-billion dollar transformation. A new, cross-functional team was brought together to spearhead this change, but faced challenges because of organizational siloes and lack of cross-functional communication. Following an in-depth assessment of the leadership team’s behaviors and their leadership presence, the president realized the team would need to change their communication strategies to drive the transformation. Design/methodology/approach Each leader was assessed using a research-based model of executive presence, the ExPI™, which is designed to measure specific behaviors of executive presence and leadership communication; the qualities of leadership that engage, align, inspire and move people to act. The team developed a “profile of success” highlighting their desired future state as a team, and compared that with the collective data on their strengths and gaps as a team. The comparison and insights from the comparison formed the roadmap for improving their behaviors as a team. Findings The leadership team ultimately became champions for the enterprise-wide change by improving communication streams and winning buy-in from their own teams and other stakeholders critical to the change. They’ve transitioned from seeing their role as protecting their vertical siloes to connecting their functions into a horizontal, integrated pipe that delivers fast, seamless value to the company and the customers. Originality/value This case study highlights the importance of creating culture change through leadership behavior. When an organization is faced with high-stakes transformation, change ultimately starts at the top. Leadership teams who invest in the hard work of changing their siloed actions, and hold themselves accountable for a new way of working, will be able to drive change more effectively and more quickly.

Is culture change a fad? Driving business results at Penna, ten years on

2014 ◽  
Vol 13 (3) ◽  
pp. 123-126
Author(s):  
Bev White ◽  
Gary Browning ◽  
Javier Bajer
Keyword(s):  
Culture Change ◽  
Design Methodology ◽  
Organizational Context ◽  
Longitudinal Case Study ◽  
Content Type ◽  
Business Results ◽  
Sustainable Culture ◽  
Systemic Interventions ◽  
Successful Business

Purpose – Ten years ago Penna, the global HR services group, needed a radical business and culture re-invention if it was to survive. This article aims to tell the story behind Penna's journey and describe how a sustainable culture change intervention became the cornerstone of a successful business. Design/methodology/approach – This case study is the result of an initial ethnographical research followed by concrete and systemic interventions. Findings – The case study identifies four elements that sustained the business impact of a culture change program over a significant period of time. Originality/value – This longitudinal case study follows a culture change program in an organizational context over a period of ten years.

Pyramid Globe Management Institute: working under a paternalistic leader

2020 ◽  
Vol 10 (3) ◽  
pp. 1-22
Author(s):  
Sanjay Singh
Keyword(s):  
Organizational Behavior ◽  
Leadership Behavior ◽  
Team Building ◽  
Development Program ◽  
Academic Program ◽  
Paternalistic Leadership ◽  
Mba Programs ◽  
Content Type ◽  
Academic Level

Learning outcomes The present case study would help readers to understand paternalistic leadership behavior with its underlying theory. Readers would be able to appreciate the nature of experiences employees may have while working with a paternalistic leader high on authoritarianism. This case study would motivate readers to work out appropriate strategies for working under paternalistic bosses. The teaching note sensitizes readers about the complicated relationship between paternalistic leadership and culture. Case overview/synopsis Pyramid Globe Management Institute (PGMI) is struggling to generate revenue. PGMI founder, Tugmanshu Lakhani, has to find out new sources of revenue to keep the institute functioning. He constitutes a team of three professors for starting a new academic program with a foreign university. The initial success of the team brings favor from the founder but jealousy from the colleagues reeling under job threat. High authoritarianism and interference of the founder create a problematic situation for the three professors. When the new program starts showing promising results, the founder gets apprehensive about whether the new course may hurt the enrolment in the flagship program of the institute. The authoritarian and erratic behavior of the founder had a demotivating effect on the team working for the new program. Some team members resign under pressure while three professors stay to ensure the launch of the program. The professors have to resolve the conflict between their commitment toward PGMI in a troubled time and a career uncertainty if they continue working for it. Anticipating no change in the behavior of the founder and an uncertain future with PGMI, three professors quit after the start of the new program. The founder may continue losing committed employees if he is unable to balance his authoritarianism with benevolence and moral behavior. It will create more problems for PGMI in the future. Complexity academic level This case can be used in organizational behavior, leadership and team-building courses in the regular Master of Business Administration (MBA) programs. The case can further be used in the executive development program, especially for analyzing the leadership problem in higher education organizations. Supplementary materials Teaching notes are available for educators only. Subject code CSS 7: Management science.

Unlocking the value of HR to drive a change-ready culture

2017 ◽  
Vol 16 (4) ◽  
pp. 171-176
Author(s):  
Campbell Macpherson
Keyword(s):  
Real World ◽  
Culture Change ◽  
Design Methodology ◽  
Lessons Learned ◽  
World Culture ◽  
Content Type ◽  
Large Organization ◽  
The Real ◽  
Personal Experiences

Purpose This paper aims to present a case study focused on developing a change-ready culture within a large organization. Design/methodology/approach This paper is based on personal experiences gleaned while driving an organization-wide culture change program throughout a major financial advisory firm. Findings This paper details over a dozen key lessons learned while transforming the HR department from a fragmented, ineffective, reclusive and disrespected department into one that was competent, knowledgeable, enabling and a leader of change. Originality/value Drawing on the real-world culture change intervention detailed here, including results and lessons learned, other organizations can apply similar approaches in their own organizations – hopefully to similar effect.

The promoters and the barriers for organizational culture change in a Finnish construction company

2019 ◽  
Vol 19 (4) ◽  
pp. 672-688
Author(s):  
Ville Juhani Teräväinen ◽  
Juha-Matti Junnonen
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Construction Industry ◽  
Culture Change ◽  
Holistic Approach ◽  
Organizational Level ◽  
Content Type ◽  
Construction Company ◽  
Organizational Culture Change

Purpose The construction industry has struggled with efficiency issues for decades. Organizational culture is identified as one of the biggest hindrances for the enhancement of efficiency in a highly labor-intensive sector such as construction. Based on recent academic studies, Finnish construction industry professionals would embrace clan and adhocracy culture features to achieve a better level of construction efficiency. The purpose of this paper is to investigate the promoters and the barriers for making the desired culture change happen in the case company. Design/methodology/approach The paper presents a semi-structured theme interview case study, including 12 in-depth interviews. The interviews were recorded, and later, transcribed into text, which forms the empirical data of this paper. Findings The Finnish construction industry must adopt a holistic approach to enhance its prevailing level of efficiency through the culture change. Basic learning and knowledge management processes seem to be missing from the industry and organizational levels. Better knowledge management in the case company would be the first step to start fixing this problem. Research limitations/implications Because of the nature of a case study, the research results can be generalized only with caution in the Finnish construction industry. Generalizing the findings in another country would require further studies in a different cultural environment, e.g. in another European country. Practical implications The paper includes implications for the development of the organizational culture on the Finnish construction industry level and on an organizational level. Originality/value The found influencers are discussed through Engeström’s activity model for the first time in the construction culture context.

The assessment of food safety culture in small franchise restaurant in Poland

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Małgorzata Wiśniewska ◽  
Eugenia Czernyszewicz ◽  
Anna Kałuża
Keyword(s):  
Food Safety ◽  
Work Environment ◽  
Safety Culture ◽  
Management Style ◽  
Leadership Communication ◽  
Content Type ◽  
Ongoing Assessment ◽  
Food Safety Culture ◽  
Practical Implications

Purpose The purpose of this paper is to measure and assess the level of food safety culture (FSC) in the restaurant operating in the SUBWAY franchise network. Design/methodology/approach The case study accompanied by the questionnaire built of 38 items grouped into five areas/sections: management style/food safety (FS) policy, leadership, communication, commitment and work environment. Findings The level of FSC is 3.83 on a 1–5 scale. It requires further improvement and taking greater care of FS. The work environment and management style/FS policy were assessed the highest, while leadership and communication the lowest. There is a need to increase the frequency of meetings that address the issue of FS, ensure a better atmosphere of mutual trust and sharing knowledge about potential problems. It is also necessary to appreciate FS initiatives as well as review the number and suitability of existing procedures. Research limitations/implications In further studies, the case study accompanied by a questionnaire could be supported by additional qualitative methods, e.g. interviews with employees, observations or mystery shopping. Practical implications The results may help managers to verify and improve the overall FS policy in the restaurant and to encourage ongoing assessment of FSC in other franchise network entities that will take into account the critical aspects of FSC indicated in the case study. Originality/value In the literature, the issue of the role and meaning as well as the assessment of FSC has been undertaken for many years; however, there are no papers considering small restaurants from Central Europe. This is also the first paper in Poland that addresses the aspect of FSC and its assessment.

The Rockwool Group: delivering business growth through culture change

2008 ◽  
Vol 8 (1) ◽  
pp. 5-9
Author(s):  
Per Geisler Hansen ◽  
Jakob Soerensen
Keyword(s):  
Chief Executive Officer ◽  
Culture Change ◽  
Design Methodology ◽  
Chief Executive ◽  
Business Growth ◽  
Content Type ◽  
Strategic Objectives ◽  
Strategic Role ◽  
New Vision

PurposeThe purpose of this article is to show how The Rockwool Group has undergone an impressive change journey in recent years. Under the leadership of its president and chief executive officer, Eelco van Heel, the business has successfully redefined its strategic objectives, clarified its vision and mission and positively changed its culture to one that focuses firmly on people and values. The aim of this article is to examine the strategic role that HR has played in helping the organization meet its goals.Design/methodology/approachThe case study discusses how managers across the global Rockwool business have been empowered to take on the mantle of change and adapt their own behavior for the good of the wider business. It examines the leadership approach taken to launching the change program and identifies how challenges were overcome in gaining buy‐in from across the organization.FindingsThrough the “Leading People & Brands” program, which encourages managers to mobilize their people to undertake positive change, the Rockwool Group has successfully cascaded responsibility for change throughout the organization.Originality/valueThis case study demonstrates the importance of going beyond simply communicating a new vision to gaining buy‐in from employees. This was achieved at Rockwool by listening and responding to feedback and adapting the launch program so that its message was simpler, understood by all, easy to translate into action and involved managers in its implementation.

An application of value stream mapping in auto-ancillary industry: a case study

2019 ◽  
Vol 32 (1) ◽  
pp. 162-182 ◽  
Author(s):  
Naga Vamsi Krishna Jasti ◽  
Srinivas Kota ◽  
Kuldip Singh Sangwan
Keyword(s):  
Product Family ◽  
Value Stream Mapping ◽  
Inventory Level ◽  
Specific Product ◽  
Content Type ◽  
Value Stream ◽  
Current State ◽  
Future State ◽  
Auto Component

Purpose Lean manufacturing (LM) plays a major role in eliminating wastes (activities/resources) in a manufacturing organization. Value stream mapping (VSM) is one of the critical tools in LM which will help in identifying wastes in materials and information flow in a specific product family. The purpose of this paper is to illustrate the significance of VSM in the auto-ancillary industry in enhancing the productivity and the quality. Design/methodology/approach A case study approach is followed to demonstrate the significance of VSM in identifying various wastes in the auto-ancillary industry. The study has been performed by implementing seven critical steps. A product family is identified based on the customer demand and a cross functional team with specialized experts was formed. The overall processes with sequence are mapped using process flowchart. A cross functional team has been formed to develop the current state of VSM and perform a critical analysis to identify shortcomings. An investigation was performed to overcome the existing shortcomings by identifying opportunities. The relevant kaizens to improve the current state have been proposed. The cross functional team of experts have performed a feasibility study on implementation of proposed kaizens. Finally, a future state of VSM after implementation of feasible kaizens has been reported. Findings The results show that future state of VSM brings out the positive impact with respect to process ratio, TAKT time, process inventory level, total lead time and bottleneck time. The proposed improvement also helped to achieve higher customer satisfaction in terms of increased quality, reduced cost and on time delivery. Research limitations/implications Present study is focussed on a single product family cell in one of the auto-component organization. Originality/value Helps practitioners in the auto-component industry to implement the VSM effectively in their organization.

Lean service system design: a simulation-based VSM case study

2019 ◽  
Vol 25 (7) ◽  
pp. 1802-1821 ◽  
Author(s):  
Fatih Cavdur ◽  
Betul Yagmahan ◽  
Ece Oguzcan ◽  
Nazli Arslan ◽  
Nurbanu Sahan
Keyword(s):  
Design Methodology ◽  
Simulation Models ◽  
Public University ◽  
Decision Makers ◽  
Value Stream Mapping ◽  
Content Type ◽  
Value Stream ◽  
Future State ◽  
Simulation Based

Purpose The purpose of this paper is to present a methodology for using simulation models together with value stream mapping (VSM) for designing lean service systems and illustrate it with a case study. Design/methodology/approach The authors propose a methodology combining simulation and VSM. Simulation models for both current and future states are developed to validate the results of the corresponding maps of current and future states, respectively. Findings The results illustrate the advantages of the suggested design represented by the future state map. Additionally, using simulation models together with VSM for validating current and future states also allows decision makers to perform comprehensive analyses on the system and draw statistical conclusions. Originality/value Although some lean applications in educational services exist in previous studies, according to the best of the authors’ knowledge, this study is the first one combining VSM and simulation for the implementation of the lean concepts in the construction and technical services of a public university.

Meeting halfway

2017 ◽  
Vol 23 (5) ◽  
pp. 936-956 ◽  
Author(s):  
Pamella Drummond ◽  
Fernando Araujo ◽  
Renata Borges
Keyword(s):  
Latin America ◽  
Conceptual Framework ◽  
Enterprise Resource Planning ◽  
Leadership Behavior ◽  
Resource Planning ◽  
End Users ◽  
Erp Implementation ◽  
Content Type ◽  
Depth Analysis

Purpose The purpose of this paper is to investigate the large case of enterprise resource planning (ERP) system implementation in Latin America, performed between 2011 and 2015 in a Brazilian, multinational, publicly traded company. Using the organizational change literature as background, this research analyzes the barriers and factors of success by comparing the perspectives of ERP implementers and end-users, identifying success factors and barriers of this project. A conceptual framework is developed. Design/methodology/approach The case study method was used to conduct an in-depth analysis of the interviews that captured the complexity of this process. The change management project team had exactly 11 implementers, of whom ten were interviewed, and 45 end-users, of whom 20 were interviewed. Findings The results suggest that end-users and implementers have opposite perceptions regarding the role of previous experience, organizational processes, capacity for change, leadership behavior, and the interaction of business units. In general, implementers presented a more critical perception of the change processes. Conversely, implementers and end-users agreed that business needs and cultural values facilitated the ERP implementation, whereas organizational structure and geographic dispersion constrain it. Research limitations/implications This research could have analyzed the results by region or by production line. Originality/value The major contribution of this research is to offer a conceptual framework to analyze different views about the same project. This study deepens the understanding of ERP implementations by adding studies from other countries and different cultures. For practitioners, this case study aims to offer the experiences and perceptions that implementers and end-users had about the largest ERP implementation system in Latin America.

Application of lean in construction using value stream mapping

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Prasanna Venkatesan Ramani ◽  
Laxmana Kumara Lingan KSD
Keyword(s):  
Construction Projects ◽  
Manufacturing Industry ◽  
Value Stream Mapping ◽  
Content Type ◽  
Project Duration ◽  
Value Stream ◽  
Current State ◽  
Future State ◽  
Increase In Productivity

Purpose Lean construction is a technique that aims at reducing waste in construction and maximizing productivity. The purpose of this paper is to discuss the effectiveness of Lean technique in managing construction projects. Design/methodology/approach A case study of structural steel erection project was chosen where the value stream mapping lean tool is applied and the possible improvement in productivity was observed. The current state of the activities in the erection process was mapped first which was followed by preparing the Future State Map of the activities after eliminating the non-value adding tasks. Findings The modifications from Future State Map were carried out at the project and the results exhibited a substantial increase in productivity by reducing the project duration by 13 days which is about 30 per cent savings from the expected completion time after the implementation of Lean technique. Originality/value Traditionally lean concept has been widely used in process-oriented manufacturing industry whereas it is relatively new to the project-oriented construction industry. This current research has focused on applying lean tool to a real time construction project at the site level and measuring its outcome practically. The results of this study are real and affirm the effectiveness of applying lean concept to construction projects. It will be major paradigm shift in terms of managing construction projects.

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