.
Figure 2: Cultural Web by Johnson and Scholes (1998)
Source: http://isabellabrusati.com/assessing-organisations-culture-with-the-culture-web/
Following table illustrates how Cultural Web can be applied to GreenHealth and Cranberry Before and After Merger.
Sub system GreenHealth Cranberry GreenHealth-Cranberry
Stories They are an ethical business.
They are successfully in the business for generations.
This company is considered as a part of the Reading history. They are a young and successful business. They overcome problems relating to the merge by working hard, which is a good Success story they can share in the future.
Routines and rituals Parking lots are provided for senior management team.
Director names are carved in to a stone.
Do not adhere to formal procedures.
Promotions and rewards are done …show more content…
Making everyone of the organization aware of the prevailing problems or the changes in the business environment and showing the expected results will create an urgency (Cameron and Green, 2012). Green Health was not highly successful in creating an urgency. Their employees were confused and had many misunderstandings about the change that is to be occurred. But Cranberry uses their Employee forum to show the need of the suggested change. ii.) Create a powerful coalition
It is important to identify the key people in the business who could lead the change (Webster, 2012). Their influence will enforce people to accept the change. For Green Health – Cranberry situation, leadership was taken from the top management which is the CEO and the CFO. Also the HR department worked closely with them. They were certain about the objectives and the benefits the organization receive after this merge. Thus they had an influence on their employees. iii.) Create a vision for
Figure 2: Cultural Web by Johnson and Scholes (1998)
Source: http://isabellabrusati.com/assessing-organisations-culture-with-the-culture-web/
Following table illustrates how Cultural Web can be applied to GreenHealth and Cranberry Before and After Merger.
Sub system GreenHealth Cranberry GreenHealth-Cranberry
Stories They are an ethical business.
They are successfully in the business for generations.
This company is considered as a part of the Reading history. They are a young and successful business. They overcome problems relating to the merge by working hard, which is a good Success story they can share in the future.
Routines and rituals Parking lots are provided for senior management team.
Director names are carved in to a stone.
Do not adhere to formal procedures.
Promotions and rewards are done …show more content…
Making everyone of the organization aware of the prevailing problems or the changes in the business environment and showing the expected results will create an urgency (Cameron and Green, 2012). Green Health was not highly successful in creating an urgency. Their employees were confused and had many misunderstandings about the change that is to be occurred. But Cranberry uses their Employee forum to show the need of the suggested change. ii.) Create a powerful coalition
It is important to identify the key people in the business who could lead the change (Webster, 2012). Their influence will enforce people to accept the change. For Green Health – Cranberry situation, leadership was taken from the top management which is the CEO and the CFO. Also the HR department worked closely with them. They were certain about the objectives and the benefits the organization receive after this merge. Thus they had an influence on their employees. iii.) Create a vision for