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In the paper, the aim is to throw glimpse on the concept of the cultural web. It stands out to be an important concept as it leads to forming connections in between the corporate culture and the strategy. The duo of these two would bring forth success and fortune on the part of the company. With the help of the case study, it would be helpful enough carrying out analysis, such that the changes brought forth could be of great assistance. It is to support the firm attain the pre-determined goals and objectives as well. For this, the culture should be workable enough to encourage and persuade workers to put in efforts and work in the best interests of the company (Greets, 2010).
Before moving on to the case analysis, it is very much imperative to understand the concept of a cultural web. In general parlance, the cultural web is the concept used to form a liaison in between the persisting organizational culture and the strategies devised for meeting the target levels. An organization makes perfect use of the Cultural Web to have a look at the present organizational culture. In another way, it sees to it as to how one wants to see the culture, and thirdly to discover the differences between the two. These differences are the possible changes one look forward to achieving the superior culture Using cultural models for changing corporate culture (Anon., 2014).
The Cultural web comprises of six important elements that would make the picture clear in front of the company. In addition to this, it would allow the firm to understand the current situations and to make a move ahead. The elements of cultural web prove to be valuable enough in conveying about the changes to be brought forth with respect to its working culture. For doing the same, the objective is to get aware of these six key elements and are discussed below:
Using cultural models for changing corporate culture (Anon., 2014).
Power Structures: It can be denoted by means of the greatest amount of authority shown with regards to decisions taken, operations performed, and strategic direction given.
Stories: It is the way past events are discussed and the way concerning people within the organization talk about the inner and outer aspects. The major part is to what is to be given value and deriving worth for the same
Rituals and Routines: Employee’s behavior that takes place on a daily basis, would lend a hand in getting to know about their receptiveness towards it. It is important enough to gain understanding with the way situations would crop up in the near future.
Organizational Structure: In this, the organizational structure is defined to be the one that comes out in the form of the organizational chart. Along with this, it effectively reveals the power and influencing lines and to gain acquaintance of the positive involvements at the part of the human resources.
Symbols: These are denoted by means of logos, dress codes, and the behavior carried out by the representatives of the company.
Control Systems: At last, these are the systems very much needed in order to assess the effectiveness of the systems used, be it quality, financial systems, and rewards used.
These six elements play an important role in allowing and permitting the company to bring forth requisite changes to it. In this way, the best possible moves and initiatives could also be taken up just to dealing with the things in the most effective manner. Moreover, the changes introduced would be welcomed with open arms.
Under this part, the analysis would take place for the company Heinz. It goes through significant challenges and looks forward to managing and handling situations with the utmost effectiveness. From now and then, the company has evolved with certain changes that transform the whole picture towards the positive end. It can also be taken in a way that the augmenting profits at the company level are itself communicating about the current situation.
Culture in Heinz Australia
After joining the company, Widdow served as a Managing Director, makes out that the conditions are really hard to believe. It becomes really hard to understand the actual situation and as to how the running circumstances could be made managed and tackled. At this point, it mainly sees to it that the best possible understanding towards the organizational culture is highly demanded. The key elements that would speak well as to how the changes have evolved from low to high levels are to be encompassed in the discussion carried out.
Organizational Structure: With Widdow’s leadership and supervision, the changes that shape up gives a new manifestation to the working culture. Due to this, the workers are very much apparent about the roles to perform and this helps in contributing to the full extent. At an earlier, the organizational structure was quite intricate in its nature and making things very much difficult.Widdow’s leadership was highly admirable, as his efforts to introduce changes comes out to be worthwhile enough (Simmonds, 2003).
Stories: Formerly, the image and repute of the company were really depressing and discouraging. Employees did not form any kind of connection and make out such stories that used to spoil and defame its image. But, the situation has changed, and the workers are admiring and considering the role played by their leader.
Rituals and Routines: Due to complex organizational structure, the workers behave negatively and that results in lower absenteeism, and morale, bringing forth high turnovers, and outrage on the part of the workers. In turn, the changes introduced make workers feel encouraged and happy enough that their behavior changes a lot and is more dutiful and devoted towards their job.
Symbols: The symbols can be the dress codes, positive behavior, and the logos engraved over their identity cards.
Power Structures: In the company, the power rests in the hand of the leader, and he knows making appropriate use of it. In other words, it can be very well understood that the leader has the potential to reach at better decisions, possessing command over operations carried out, and influential in giving strategic direction as well (McCalman, 2000).
Control Systems: The changes introduced in control systems can be very well understood in a way that the company ensures the quality maintained in its working, assessing worker’s performance and providing with the best reward systems. Additionally, the financial systems are also effective such that the functioning takes place incessantly.
These changes are very much auspicious and make the situation better than before. At the part of the company, the workers are encouraged to contribute in its crucial affairs. It provides them with more of amenities and making working culture flexible. On the whole, the workers are made to feel special enough and this happiness can be very well perceived by means of augmenting profit levels.
The culture web audit carried out is very much effective to provide details about lacking and deficient areas. It is very much effective in figuring out the differences and also to adopt such ways that could lead to greater growth and progress. Formerly, the company’s working environment was pathetic and making workers’ condition pitiable. The organizational structure was very much complex and that causes disorderliness and indiscipline.
The conditions of the workers were so miserable that they do not feel to take initiative for the company’s betterment. Low level of involvement in the company’s affairs and discouraging working conditions come out to be the most important area to be taken into consideration. The key forces against the change are the employees, board members, and the shareholders as well. Actually, they do not have any hope left for any good thing to take place by means of the change process (Heracleous, 2003).
Widdow’s trust and conviction towards the change are the only reason that turns out to be a forcing agent in bringing forth amendments. In this way, the things demand significant changes in order to experience the most convinced and pleasing experiences. At this point, for and against areas are conceived with broad mindset.
It would aim more at ensuring that the conditions would also come out to be of great importance and relevance. The attempts made by Widdow are very much capable inducing the most positive behaviors from the part of the workers only. It mainly aims at helping the business grow and prosper incessantly. Forces play an active role in behaving properly and also to draw in the most optimistic returns out of the same. The change takes place by means of cultural web audit and it has contributed actively to the company’s growth and achievement.
The performance levels of the employees also gain momentum and that appear to be very much supportive and compassionate in its nature. But, the leader should also be very much careful in possessing continuous watch over its working area to ascertain about its sound position. One has to be very much keen towards changes brought in and need to provide with such a workplace setting that would stimulate and incite workers to act in the best possible interests.
In the respective session, the key aim is to figure out the pros associated with the new organizational culture. One cannot deny the fact that the new culture has contributed effectively and actively towards meeting the destined goals and objectives. It plays a noteworthy role in ensuring about the way workplace conditions are up to the mark and remarkable enough. This has also helped in maintaining better rapport and harmony in between the employers and the employees (Holbeche, 2012).
Worker involvement could also be received at the time of reaching important decisions. Control systems become well-defined and that helps in placing power over the workers and supporting them to take a better path. By means of the new culture, the workers show positive behavior and that contribute towards high-performance levels. Moreover, the workers find the company a great and a better place to work in. This is the most necessitated situation and would help the organization draw in the most pleasurable returns.
In this way, it adds to great growth and prosperity for the company. The company is able enough to maintain a long-lasting presence at the market level. The best part of the new organizational culture is gaining trust and reliance from the part of the workers. It has to do great with respect to making an organization carry upon its working practices in the most likely manner. In this way, it could be made out effectively stated that the control should also be made formed over weak areas and management of the same should take place in a timely way.
Aspects of the organization need to be monitored and sustained to ensure that it does not slide back into the old ways of thinking and working. This is the most important area to be considered upon in order to maintain the effectiveness and success on the part of the company. For this, the monitoring and supervision have to be practiced at regular intervals. Employee’s demands and the business changes are to be studied in the most considerate manner.
It is a must from the part of the organization to become aware of their worker’s expectations and act upon the same. Time to time invites is to be encouraged in order to come across with their issues and problems. Power structures and formal line of authority should also be assessed. In this way, it would be very much clearer as to how the workers are behaving and acting towards the roles assigned to them (Schechner, 2003).
Business environment should also be observed on a regular basis. On getting an access to the ineffective areas, it could be modified in the most active manner. Timely accomplishment of the tasks and optimal use of the resources should also be taken into consideration. All these altogether would be contributing more towards prosperity and success. The company Heinz Australia should ponder over having checks and control over these aspects and that too in the most effective way.
The company Heinz Australia is advised and recommended to understand the value and importance of the change systems. It has to ensure that the perfect blend of an organizational structure and the strategies are made incorporated effectively. Regularly check on working conditions and the environment is highly obligatory. At the same time, the workers should also be inquired about problems faced by them. It is very much essential for the part of the organization to act and behave properly and to reach the most desirable levels.
At the end, it would be very much necessary and inevitable to form knowledge and acquaintance with the persisting conditions. It chiefly looks upon making sure that the results drawn are of utmost importance. The changes brought forth are to be made conveyed to the stakeholders of the company. Changes are very much needed so as to make better moves towards running conditions. This also allows an organization to adapt as per changing technologies and to make good use of it. The change is a positive aspect and adds more of progress and advancement in its working area. For this, the communication part is to be strong enough such that information passes on actively and effortlessly to the concerning person.
Working culture is to be constructive in order to receive the best out of the workers. Not only this, the company should attempt for making it sustained in the most positive manner. In this way, it supports in forming better relationships with the workforces. Moreover, it is surely going to shore up the company maintain its growth and productivity levels. The company would enjoy the reputable presence at the industry level by recording a good number of proceeds. This appears to be the most ideal and ultimate position anticipated and expected by the company.
Greets, F., 2010. Managing Organisational Change. 3rd ed. Australia: VitalBook file. John Wiley & Sons.
Hendry, C., 2012. Human Resource Management. Milton Park, Abingdon: Routledge.
Heracleous, L., 2003. Strategy and Organization: Realizing Strategic Management. Trumpington Street, Cambridge: Cambridge University Press.
Holbeche, L., 2012. The High Performance Organization. Corporate Drive, Burlington: Routledge.
McCalman, J., 2000. Change Management: A Guide to Effective Implementation. Thousand Oaks: SAGE.
Schechner, R., 2003. Performance Theory. New Fetter Lane: Routledge.
Simmonds, D., 2003. Designing and Delivering Training. Camp Road: CIPD Publishing.
Using cultural models for changing corporate culture, 2014. [online] Avaialbe at: < https://www.changefactory.com.au/our-thinking/articles/using-cultural-models-for-changing-corporate-culture/> [Accessed 18 September 2016].
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