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15 Cards in this Set
- Front
- Back
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2018 UKCGCode & Culture |
Principle B Board should promote desired culture |
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Levels of culture according to Hofstede |
National Regional or ethnicity Gender Generational Organisational |
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Culture according to Handy |
The way things are done around her |
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Schein’s 10 categories of culture Group norms Espoused Values Formal philosophy Rules of the game Climate Embedded skills Habits of thinking Shared meanings Root metaphors Formal rituals and celebrations
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Schein’s 10 categories of culture Group norms Espoused Values Formal philosophy Rules of the game Climate Embedded skills Habits of thinking Shared meanings Root metaphors Formal rituals and celebrations
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Schein’s 3 levels |
Artefacts Values Hidden assumptions |
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FRC on healthy culture |
Honesty Openness Respect Recognition Acceptance of challenge Accountability Shared purpose |
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Dulewicz report on things that go wrong in boardrooms |
Dominant personalities Not enough time to discuss issues Board not read papers Information not well presented to board |
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Bedrock culture model |
Orchestra - collaboration can lead to group think
Consultants - expert individuals- micromanaging Regulatory agency - compliance focus, lack strategy Lone rangers - individuality, challenge traditions, can lead to changes of direction
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Pearce and Zahara Power culture |
Caretaker low power for board and ceo, legal necessity Statutory board, low power board, high power CEO,legal necessity rubber stamping Proactive board, high power board, low power CEO Participative board- characterised by discussion, can be antagonistic
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Nadler’s 5 Board Models |
Passive Board - CEO in charge, ratifying decisions Certifying board - credibility to shareholders Engaged board -partner to CEO Intervening Board - common in crisis Operating Board - deepest level, board makes key decisions , common in early stage start ups when lack of management experience
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Stephen Covey 5 character traits |
Talk straight Demonstrate respect Create transparency Right wrongs Show loyalty |
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Stephen Covey - 5 competence based traits |
Deliver results Get better Confront reality Clarify expectations Practice accountability |
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Stephen covey - 3 combine character & competence |
Listen first Keep commitments Extend trust |
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Tricker’s task v relationships board |
Rubber stamp board, largely legal Country club board, groupthink Representative board, larger, less cohesion Professional , effective and high performing X focus on task Y focus on relationships
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Korn/Ferry - 3 characteristics of good cultures |
Quality of chair Directors having an interest Increased diversity
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