115 Posts Found

Very often when you say the word “culture” or the words “culture clash” in the context of mergers and acquisitions, companies or people will say, “We both wear jeans to work and have beer at the end of the day on Friday,” and then they say, “Our cultures are the same, therefore things will be fine when we do mergers and acquisitions.” That’s a completely … [ Read more ]

Content: Quotation | Author: Emilie Feldman | Source: Knowledge@Wharton | Subjects: Culture, Mergers & Acquisitions, Organizational Behavior

Mergers and acquisitions, though powerful tools for growth, often fall short of expectations. One reason is a lack of focus on the integration experience of acquired employees. While companies tend to invest heavily in pre-deal due diligence, they frequently overlook the day-to-day realities faced by incoming employees—who often feel undervalued, unsupported, and overwhelmed—ultimately threatening deal success, long-term productivity, and retention. These challenges are preventable through planning … [ Read more ]

Content: Article | Source: Harvard Business Review | Subjects: Culture, Mergers & Acquisitions, Organizational Behavior

Managing organizational culture, often a challenge, is getting even harder with the rise of the alternative workforce. How can leaders bring independent contractors, telecommuters, and gig workers into their organization’s culture when so many of the traditional levers don’t apply?

Content: Article | Authors: Karen Reid, Kelly Monahan | Source: Deloitte Review | Subjects: Culture, Organizational Behavior

It’s important to have the leadership conversation that asks: Are you building the culture we want?

Content: Quotation | Author: Johnathan Nightingale | Source: First Round Review | Subjects: Culture, Leadership, Organizational Behavior

We have a very peculiar industry in finance. The people who go into it all think they’re enormously gifted, whether that’s true or not, and they all believe that they should at least be lieutenant colonels in the army, if not all generals. And when that’s your workforce, you have to deal with people in a very unusual way. Because if you don’t, all these … [ Read more ]

Content: Quotation | Author: Stephen A. Schwarzman | Source: strategy+business | Subjects: Culture, Industry Specific, Organizational Behavior

The second phase of my [new culture building] journey was the hidden rejection. People were rejecting me, but I was not aware of it. This is very typical when you try to change culture in any kind of organization. I learned something at that moment that changed the trajectory of my professional journey in these companies: every time I pitch an idea, I ask the … [ Read more ]

Content: Quotation | Author: Mauro Porcini | Source: McKinsey Quarterly | Subjects: Change Management, Culture, Organizational Behavior

In Gallup’s experience, companies that want to create or sustain a strong culture can only do so by focusing on the larger dynamic: their organizational identity.

Organizational identity is made up of three interrelated elements: purpose, brand and culture.

• Purpose: Why does our organization exist, and why are we here?
• Brand: How are we known to the world?
• Culture: How do we live, and how do we accomplish

… [ Read more ]

Content: Article | Author: Amy Adkins | Source: Gallup Management Journal | Subjects: Culture, Organizational Behavior

Connecting with others and belonging are basic human needs that are essential to being our best selves.

When we leave an experience where we presented our imperfect selves yet felt belonging, we feel energized and at our best. When we leave an experience where we presented our imperfect selves and were ignored or ridiculed, we feel deeply disconnected and disengaged.

This is as true at work as … [ Read more ]

Content: Article | Authors: Jake Herway, Jane Smith | Source: Gallup Management Journal | Subjects: Best Practices, Culture, Management, Organizational Behavior

One of the ways that I assess whether an organization has an inclusive culture is one of the simplest possible methods: Does the largest possible percentage of people speak of the organization in terms of “we” or “they”? If it’s we, it’s probably inclusive, and if it’s they, which it often is, then despite all the mission statements extolling diversity and inclusive culture—it’s not an … [ Read more ]

Content: Quotation | Author: Sally Helgesen | Source: McKinsey Quarterly | Subjects: Culture, Diversity, Human Resources, Organizational Behavior

In this article, we propose a theory of the cultural evolution of the firm. We apply cultural and evolutionary thinking to the questions posed by theories of the firm: What are firms and why do they exist? We argue that firms are best thought of as cultures, as social distributions of modes of thought and forms of externalization. Using the term ‘meme’ to refer collectively … [ Read more ]

Content: Article | Authors: Charles Galunic, John Weeks | Source: INSEAD | Subjects: Culture, Organizational Behavior

Your strategy can change from time to time, the businesses that you are in can change from time to time. Technology changes from time to time. But your culture and the way you work and therefore your ability to attract and motivate talent—and then to apply that to different, new problems—is what’s sustainable.

Content: Quotation | Author: Andy Penn | Source: McKinsey Quarterly | Subjects: Culture, Organizational Behavior

The truth about culture is that the only way you can change it is by changing the way individuals work with one another. If you can change that, then you will find the culture has changed.

Content: Quotation | Author: Roger L. Martin | Source: strategy+business | Subjects: Culture, Organizational Behavior

Without authenticity, curiosity, and risk-taking we get stuck in the mud — here’s how to make space for resilient progress.

Content: Article | Author: André Radmall | Source: Big Think | Subjects: Culture, Management, Organizational Behavior

At companies with top-performing cultures, there’s actually slightly more tension because they’re turning toward problems together. In bad cultures, a problem comes up, and people kind of turn away from it, right? In good cultures, they get super interested and turn toward it. They will have vibrant arguments about which idea is best because those arguments are taking place in the bounds of safe connection. … [ Read more ]

Content: Quotation | Author: Daniel Coyle | Source: McKinsey Quarterly | Subjects: Culture, Organizational Behavior

Organizations should naturally ensure that their culture emphasizes both diversity and inclusiveness so that all its members feel included and valued for who they are. This satisfies the needs for both distinctiveness and belonging, ultimately benefiting organizations through novel ideas. And the considerations of fairness and attention to employees’ engagement and well-being as they relate to authentic self-expression must be acknowledged.

Content: Quotation | Author: Natalia Karelaia | Source: INSEAD Knowledge | Subjects: Culture, Diversity, Human Resources, Organizational Behavior

The key to changing the culture of an organization is not to tell people what to do, but to make it easy for them to ask the questions that make them consider their current behavior. Only by making room for their colleagues, employees, and other stakeholders to ask their own questions and activate their own experience and insights can leaders ensure that people’s buy-in to … [ Read more ]

Content: Quotation | Author: Pia Lauritzen | Source: strategy+business | Subjects: Culture, Organizational Behavior

Experts outline their roadmap for intentionally changing the culture of businesses, social networks, and beyond.

Content: Article | Authors: Alissa Greenberg, Hazel Rose Markus, Jennifer Eberhardt, MarYam Hamedani | Source: Stanford University | Subjects: Culture, Organizational Behavior

Culture is the set of words, actions, and behaviors of a group of people.

Content: Quotation | Author: Jess Yuen | Source: First Round Review | Subjects: Culture, Organizational Behavior

Founders, here’s a good litmus test for your company values: If you took 6 months off, and left no directions other than “Follow our values to a T,” would you be happy with the outcome?

Content: Quotation | Author: Laura Del Beccaro | Source: First Round Review | Subjects: Culture, Management, Organizational Behavior, Values

This first [culture] pillar is about communication within teams, between teams, and between individuals — essentially how we treat each other when we interact. The frequency with which we talk, the way we talk to each other, the tone we use, how we communicate good or bad news, whether we communicate certain things at all, and the channels we choose to use — those are … [ Read more ]

Content: Quotation | Author: Laura Del Beccaro | Source: First Round Review | Subjects: Culture, Organizational Behavior