How Did Mr Marchionne Change Organizational Culture

1. The observable artifacts associated with the Chrysler culture was that the CEO was located in a penthouse office of the building which Mr. Marchionne moved to the middle of the engineering department; he streamlined senior leadership, and to the remaining 15 members he gave them added responsibility feeling that the more decisions they had to make the faster they would work to meet the deadlines; he also gave them the opportunity to take full authority to take risks without worrying about bureaucrats barriers and they were allowed to make smart decisions and to be held accountable for them (Lueneburger, 2014).

Use the competing values framework to diagnose Chrysler’s culture. To what extent does it possess characteristics associated with clan, adhocracy, market, and hierarchy cultures?

Organizational culture could almost be considered the roots of a company. The way a company’s employees think, the way the customers feel, and the company’s decisions are made are all based around the culture that the company has laid for itself. An employee’s values, thoughts, and actions should reflect those stated in the company’s mission. Southwest Airlines and American Airlines, while both attempting to create a culture that is comfortable and pleasing to their

“Your jeans dey fine too much” said my Aunt. She liked them so much I decided to give them to her. Little did I know that would be the last time I would see them or her. Following my family’s trip to Nigeria, we received tragic news that my aunt died. We were extremely shocked upon hearing this because my aunt was barely twenty five.

Sergio Marchionne assumed leadership of Chrysler in 2008 following the financial meltdown that forced them to accept government bailout loans to stay afloat (McNulty, 2014). The first opportunity he observed with his new company was the need to reshape the organizational culture. Sergio didn’t waste any time embracing that challenge. This essay will discuss the layers of organizational culture Sergio Marchionne created at Chrysler that would lead them out of financial and organizational distress.

Regarding the mechanisms used to change the organizational culture I see he used behavioral control by changing the work ethic as well as certain meetings that he wanted people to attend. In addition to that I see he was trying to provide his company with a sense of identity by being more forceful when he knew some changes needed to be made.

Jim Skinner is a family man with beautiful wife and two awesome kids. They are the biggest fan of Deadly Class. You can count on them to be involved with creating props. It's such a beautiful thing to see a family being creative together.

“We will distinguish ourselves through an unwavering commitment to our employees and a relentless drive to maximize shareholder value”; as found within Lincoln Electrics’ Vision Statement (Lincoln Electric 1999-2016). The beliefs and values transferred from company founders and instilled into employees can have an overwhelming impact on corporate culture. By establishing a positive corporate culture one can influence exceptional company performance. This is clearly demonstrated by Lincoln Electric Company, from its early days until its present day. I will present how the Lincoln Electric Company has done just that!

Chrysler is among the biggest American automobile companies. However, before the current success the company enjoys, it underwent enormous losses and was declared bankrupt during the 2008-2009 automotive industry crisis. With the appointment of Sergio Marchionne as its chairperson and CEO, the company became successful again. Marchionne 's unique leadership skills, type, and behavior that are not always popular are credited with the success of the enterprise. The paper discusses Marchionne 's leadership traits, behavior and styles and how they have contributed to the firm 's success.

Leaders forge the path for a culture, and culture isn’t created in a day. After the death of James F. Lincoln it was widely suspected that the company would falter. The opposite was true – due to the

One of Toyota’s issues was their lack of organizational culture, perceived or real. Thus, organizational culture is the shared values that are accepted by members of the organization (Bethel, 2016). Unfortunately, Toyota’s corporate culture was one of total secrecy, which left many feeling there was something amiss. Further, “corporate arrogance, complacency, and company insular nature” were evident (Parnell, 2014, p. 603). Additionally, newly appointed CEO Akio Toyoda was invisible, which created contention amongst others in leadership. There seemed to be a belief that family members were focused on safety, while non-family members were focused on profits (Parnell, 2014).

2. What are the observable artifacts, espoused values, and basic assumptions associated with Chrysler's culture. Explain

In 1989, Arthur Sharplin produced a case study, Sharplin (1989), outlining the organizational structure and culture of the Lincoln Electric Company. This report will be focused on analyzing Sharplin’s case study to discern aspects of the Lincoln Electric Company’s culture. First, we will discuss John & James Lincoln and their influence on the development of the culture of the company. We will discuss their Christian influence, and how applying the golden rule of doing to others as you would have them do to you, helped them shape their company. Additionally, we will discuss the company performance appraisal system, the way people communicate in the company, the merit pay plan, the bonus plan, and finally, the management style. After

the cultural values was achieved by teaching the operational values to every new employee. The maintenance process of transferring the cultural values at Lincoln Electric will now be analyzed by examining four distinct processes proposed by Carpenter et al. (2009):

A company’s culture is inevitably tied to the personality, background, and values of its founders. The way these people want to do business determines the organisation’s rules, the structural set up, and the people they hire” (Uopeople.edu, 2016). Looking at the influence James F. Lincoln had on the Lincoln Electric Company, it is clear the things he implemented decades ago, continue to be part of the Lincoln Electric Company’s culture.