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Essay text:
By 2000, 75% of the company's 78,000 employees had not been with American Express from that early period. The CEO, Ken Chenault, wanted employees to be inspired, stretch and perform at the height of their abilities. Rather than using traditional methods to "solve a problem," the organization chose a positive path, selecting the Appreciative Inquiry (AI) theory, developed in 1987 as a way to shift the way people approach change. Based on the AI theory, American Express grounded its organizational culture initiatives on four stages: 1) discovery; 2) dream; 3) design; and 4) destiny. Over nine months, the company conducted more than 30 focus groups with hundreds of employees to address fundamental questions about culture, core values and management processes to foster desired behaviors...
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Common topics in this essay:
- “With increasing globalization, organizational culture will be more important than national culture”. Discuss and critically evaluate this statement.
- Change Management and Organizational culture
- How to measure social culture and organizational culture of one country
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Change
- Organizational Culture and Values
- organizational change
- Personal, Cultural and organizational values in a global setting
- The Value of Organizational Values
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