Organisational Culture: Creating the Influence Needed for Strategic SuccessUniversal-Publishers, 2003 - 100 lappuses The strategy team have technology ideas and frameworks that represent the best body of knowledge for creating real business value from technology, but only other teams not the strategy team can create the value, by broadly completing the strategy team s ideas. The delivery teams often ignore the ideas. Sometimes real conflict emerges. It feels like the other teams think differently in a deeply rooted way. Could differences in organisational culture be to blame? This dissertation examines the organisational culture perceived within BP's energy trading technology team known as Integrated Supply and Trading Digital Business (ISTDB). The focus is on the Strategy and Architecture team (S&A) who are responsible for assuring the long-term viability of technology delivered to the business by setting and enforcing technology standards with the technology delivery teams (Regional Businesses or RBs). S&A relies on influence and persuasion to build compliance with the standards as it does not have line management responsibility for the other teams. This research concludes the perception of organisational culture is different between S&A and the RBs, and that it is a cause of conflict. The research also identifies that perceived organisational culture in ISTDB technology team as a whole is non-cohesive and not well aligned with the BP business strategy.This is a suboptimal arrangement for value creation. The author recommends both short-term and long-term shifts in working practices to correct this imbalance. The changes include a new emphasis on communications, new personnel hiring procedures and cross-cultural awareness training. |
Saturs
3 | 38 |
RESEARCH RESULTS | 51 |
POSTSURVEY INTERVIEW RESULTS | 59 |
6 | 71 |
CONCLUSIONS | 78 |
PRESURVEY INTERVIEW NOTES 64 | 85 |
POSTSURVEY INTERVIEW NOTES | 91 |
Bieži izmantoti vārdi un frāzes
aligned analysis Appreciative Inquiry process barriers to S&A behaviour best practices BP's business strategy chart Cialdini communication conflict context counter-culture create culture dimension culture management culture scores Delobbe Digital Business Dillman & Bowker dissertation employees Facilitator Need fieldwork Figure Glinow groups Hampden-Turner 2000 Harvard Business Review Henley Management College Hofstede Hofstede's identified improve increase individual influence and persuasion infrastructure Inoculation Effect IRIC ITIM Knowledge Management linguistic style literature review national culture non-cohesive observation diary organisational behaviour organisational culture model perceived organisational culture PERCEIVED WORKING RELATIONSHIP Perception of ISTDB perception of organisational Post-survey Interview pre-merger entity pre-survey interviews principle RADAR CHART recommendations regional businesses response rates S&A Business S&A influence S&A team Section shows Skewness social networks Social Proof solution StandardDeviation standards subcultures suggests survey technology teams TENURE BANDS theories transformation Trompenaars & Hampden-Turner Uncertainty Avoidance Veba Williams & Miller
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