Changing Corporate Culture Essay

Change the corporate culture at DEI

1. Implement Interventions to solve the problem of divided culture at DEI

As the change agent at the DEI Airlines I recommend solving the current problems with a set of complex interventions such as the Confrontation Meeting and the Cultural Change in order to bring the cultures of the long-haul and short- haul divisions together.

By diagnosing the problems, which DEI Airlines faces, it is clear that many serious problems have arisen from the merger of the two previous companies. Both of them had their own performance problems regarding inefficiency, overstaffing, and lack of customer focus, nevertheless these got worse after they merged since the senior management of the two divisions did not try to make

Therefore the Confrontation Meeting intervention is should facilitate an event with two workshops, which would be moderated by the change agent. During the Personal Values workshop the CEO, the senior and middle managers can meet each other, argue their views and perspectives, differences toward each other in a more informal environment. After they discussed the interpersonal issues the second workshop would focus on the Interdivisional Problems. In order to have a thorough view about the firm’s future the participants would simulate a Decision Conferencing method (Mingers & Rosenhead, 2004) about their alternatives regarding the future of DEI. Moreover they identify the priorities and highlight the uncertain aspect of the change through the application of the Strategic Choiche Approach. The goal of this workshop is not to find the best solution but develop an aggregate and shared understanding among the managers. The discussed ideas will support the creation of a clear strategy in form of the next

It will support the sustainability of the Cultural Change by creating a deeper and direct relationship between the senior managers, which will be beneficial during the common work.

Intervention 2: Cultural Change

The cultural change intervention will focus on solving the strategic issues considering the external environment and competitors of DEI along with on developing new beliefs, behaviours, norms values which can align the divisions’ policies.

Although the change is led by the CEO and the senior management, every employee of DEI is involved within the intervention that can increase the stickiness of the change and modify the firm’s values and identity.

The first step of the Cultural Change is setting clear goals and the core strategic vision, which is prepared in the Interdivisional workshop of the first intervention and will be completed with the support of the consulting group. This joint effort will help to formulate a vision with an organizational design which is suitable for facilitate the new culture elements which is accepted every senior and middle managers. Moreover there is a need for modify the organisation structure in a way which induce the cooperation, commitment and teamwork within the Divisions. Therefore the middle manager representatives of the two divisions will form a Committee, which will supervise the application