Understanding an organizations culture and the impact that culture has on successful strategy implementation is an important consideration. According to Hofstede (2020), performance depends on the fit between strategy and culture. First you need to know where you want to go but where you want to go has to fit with your culture. Both depend on each other. You cannot generalize it (para. 1). A fundamental leadership task is to make sure that an organizations culture and any recommended strategy are aligned before moving forward with a strategic initiative.
When culture changes are needed, managers must determine the scope and nature of these changes. However, before managers can decide what actions are necessary to improve an organizational culture, they need to assess the current state. What’s working? What needs to change?
Select an organization with which you are familiar or for which you have worked. Prepare a brief assessment of the organizations culture as it relates to its strategies, and respond to each of the following:
- Based on the framework described by Schein and Schein (2019), one of your required readings this week, would you characterize the relationships within the organization as level 1 or level 2? What are the implications of these forms of relationships for strategy execution?
- How do the management styles differ among older and younger managers? How might these styles impact strategy execution?
- Is there a uniform understanding of the organizations strategic priorities among all managers and employees? How do the levels of understanding among managers and employees affect strategy execution?
- Identify at least two actions that you recommend for building a tighter alignment between the culture and the strategy. What is the goal desired by these two actions?
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