Minimizing & Managing Organisational Cultural Differences
December 10th, 2009
It is a fact that there are “organisational cultural differences” – there is no way coming around this. Some steps to minimise & manage differences.
- Make sure that Request for Proposal (RFP) defines the services to be offshored as well as describe company culture & values.
- Visit the sites and get a first hand impression of their culture. Interview employees from the vendor side.
- Involve the companies in team building sessions to understand your company culture.
- Organisation cultures differences has to be taught to the partner the same way it is taught to the new employees. It has to be continously reinforced over time.
- It is a continous ongoing improvement activity and a must to build a long term relationship.
http://www.idg.se/2.1085/1.278006/lyhort-ericsson-tonar-ner-det-svenska (In Swedish)
Interesting post. Culture is an essential part of conflict and conflict resolution. Cultures are like underground rivers that run through our lives and relationships, giving us messages that shape our perceptions, attributions, judgments, and ideas of self and other. Though cultures are powerful, they are often unconscious, influencing conflict and attempts to resolve conflict in imperceptible ways.
Regards,
Charlie
Hi Charlie,
Thank you for your comment. Important to, from change management perspective, work with leaders that are open minded to different cultures. Start with them and spread it to the rest of the organisation. Effective to work with positive leaders then waste time on leaders who resists due to preconceived ideas.
Regards
Rita