Intentional Culture Development Case Study

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Guo & Feng (2014) explains that a culture has set of elongated held values, beliefs, expectations, and practices shared by a group that signifies what is important and influences how an organization operates. Therefore, a culture is a consequence of customs, traditions, ideals, ethos, values, and norms of conduct that have existed for many years. Thus, a culture promotes certain norms of conduct, and leaders who manage operations are affected by their law of the land, require the highest level of individual and organizational discipline along with moral values. However, the law of land is the standards of conduct that structures the discipline imperative to which individuals must adhere. The moral and ethical tenets of this standard characterize …show more content…

It engages the hearts and minds of the organization so that they are committed to the new vision, direction and values and inspired to do their best work. Through interviews, assessment tools, various engagement activities and seminars, all partner with clients to develop highly effective growth strategies and self-sustaining, intentional cultures.
Henry (2011) presents the probable difficulties of how organizational culture influences the implementation of succession planning, a critical requirement of organizational longevity. Organizational culture as a contextual factor in succession planning has not been rigorously researched. It is, however, an important area for study and theory generation. An understanding of the cultural context within which a succession planning system operates may serve to enhance the implementation, utilization, and change of succession planning systems in organizations.
To develop an understanding of the role organizational culture plays in how executives and managers influence the implementation of succession planning programs resulting in an executive level succession. Henry (2011) mentions a conceptual model of the succession planning research to date that highlights the antecedents, events and consequences, as well as their mediating contingencies, within the succession planning

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