A leader needs to understand the importance of organizational culture. After all, culture, “is a living, breathing organism that emerges from the social and psychological environment within your company,” writes Adam Fridman and Hank Ostholthoff in their book, The Science of Story. In addition, they add that culture “is the key contributor to your organization’s effectiveness and competitiveness.”
Before you can decide how to improve an organizational culture, you need to assess the current state. What’s working? What needs to change?
Use the case CrediFi: Managing International Cases at a Startup and complete the following:
– Describe the organizational culture in terms of it being in alignment with the organization’s strategy.
– What is working or fits well between the culture and the strategy?
– What needs to change within the culture for a better alignment with the organization’s strategy?
– Identify at least two actions that you would recommend for building a tighter alignment between the culture and the strategy. What is the goal desired by these two actions?
From CrediFi
International, Organizational Behavior
Cross-Culture Business, Organizational Structure, Teams Managing International Cultures at a Startup image
Expanding your sales and development teams into other regions and countries is a difficult endeavor and one that often fails. When things get busy at your primary location, it can be hard to give your employees based at other locations the time they deserve and many things can be miscommunicated, causing errors or offense. Your team members will not know each other as well and this can easily lead to an “us-versus-them” mentality. This case deals with smoothly blending two different cultures in vastly different areas of the world into a cohesive workforce that pays special attention to the how the individuals interact and communicate with each other.