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عنوان فارسی مقاله:
مدیریت تغییرات فرهنگی طولانی مدت
عنوان انگلیسی مقاله:
Managing long-lasting cultural changes
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بخشی از مقاله انگلیسی:
Founded in 1902, 3M is one of the few U.S.-based multinational corporations that are more than a hundred years old. After a somewhat difficult start, it established itself in the manufacturing of a large number of products related to adhesives and coatings. Since then, it has experienced continuous growth, expanding its offering into several markets. 3M now operates in a wide range of industries and markets, where it pursues a differentiation strategy, fueled by an impressive effort and success in technological innovation. For many decades 3M has consistently spent twice as much as the average U.S. company in research and development. 3M is also widely known for its distinctive organizational culture, which encourages self-initiative, autonomy, and collaboration among colleagues. William McKnight, president in 1929, and then chairman of the board between 1949 and 1966, is largely credited for instilling these values in the company. His managerial principles — internally known as the ‘‘McKnight’s Principles’’ — were first laid out in 1948, and were still present in the corporate website at the time of our study: ‘‘As our business grows, it becomes increasingly necessary to delegate responsibility and to encourage men and women to exercise their initiative. This requires considerable tolerance. Those men and women, to whom we delegate authority and responsibility, if they are good people, are going to wantto do theirjobsin their own way. Mistakes will be made. But if a person is essentially right, the mistakes he or she makes are not as serious in the long run as the mistakes management will make if it undertakes to tell those in authority exactly how they must do their jobs. Management that is destructively critical when mistakes are made kills initiative. And it’s essential that we have many people with initiative if we are to continue to grow.’’
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کلمات کلیدی:
Managing Cultural Change in a Corporation - Wharton@Work executiveeducation.wharton.upenn.edu/thought...at.../09/managing-culture-change "Managing Organizational Culture Change: The Case for Long-Term Care,” Donald E. Gibson, Sigal G. Barsade, Journal of Social Work in Long-Term Care, Vol. Four Steps to Culture Change - Wharton Executive Education executiveeducation.wharton.upenn.edu/thought...at.../09/four-steps-culture-change Culture as Culprit: Four Steps to Effective Change ... This argument, says Wharton management professor Larry Hrebiniak, can create a "culture trap ... sensitivity training, and other team-building exercises alone rarely have long-lasting effects. Managing Organizational Culture Change www.tandfonline.com/doi/pdf/10.1300/J181v02n01_02 by DE Gibson - 2003 - Cited by 49 - Related articles strategies for effective culture change management. [Article ... 11-34; and: Culture Change in Long-Term Care (ed: Audrey S. Weiner, and Judah L. Ronch). Cultural Change That Sticks - Harvard Business Review https://hbr.org/2012/07/cultural-change-that-sticks What Aetna's management didn't recognize was that you can't trade your company's ... the patients and physicians that were key to Aetna's long-term success. ... So while the plan for change challenged long-held assumptions (among other ... Women and Men in Management - Page 235 - Google Books Result https://books.google.com/books?isbn=1412972841 Gary N. Powell - 2010 - Business & Economics Cultural. Change. An organization's diversity culture influences how group ... Long-lasting cultural change can be brought about only when the change is ...
