Case Study Experiment: A Toolkit to Drive Cultural Change
DOI:
https://doi.org/10.3991/ijac.v12i1.9471Keywords:
Employee engagement, empowerment, culture, people centered cultures, organizational design, organizational behavior, employee morale.Abstract
Abstract
Both private and public sectors are ready for a new management model that engages the workforce. Necessitated by the baby boomer retirements rates, lower unemployment, an increased demand for skilled and unskilled labor, and the newest generation in the employment pool, companies have a need to create cultures that attract and retain talent like never before. As a result, a variety of new books, articles, and theories have been introduced to the body of knowledge, including concepts to attempt to change the organizational culture. This case study demonstrates an experiment conducted in a Fortune 500 company, integrating theories and practices from a variety of domains to improve the team culture and ultimately business performance. The tools and techniques are offered for replication.
Downloads
Published
How to Cite
Issue
Section
License
The submitting author warrants that the submission is original and that she/he is the author of the submission together with the named co-authors; to the extend the submission incorporates text passages, figures, data or other material from the work of others, the submitting author has obtained any necessary permission.
Articles in this journal are published under the Creative Commons Attribution Licence (CC-BY What does this mean?). This is to get more legal certainty about what readers can do with published articles, and thus a wider dissemination and archiving, which in turn makes publishing with this journal more valuable for you, the authors.
By submitting an article the author grants to this journal the non-exclusive right to publish it. The author retains the copyright and the publishing rights for his article without any restrictions.
This journal has been awarded the SPARC Europe Seal for Open Access Journals (What's this?)