How far the culture berimbas management company? strategy can be formed while our culture is so hard?
A change in the withdrawal will bring something new and can only leave the old things. In this context, something that can be called old culture, and that this new course a new strategy. In the world of work, management in particular, are essential strategies that have up to date in working patterns, in order to achieve the vision and mission of a company.
So the question is, what if culture can not be changed with the new strategy? What will be done by the management?
Changes
As we know, culture is something that has become a habit and do down-and decreased continuously, which is then believed it possible for small and changed or replaced with a new, even to those who try to replace it will be considered in violation of the rules that already exist . In response to questions above, a culture that can not be changed, with the condition of all the efforts already made the change simple things you can do is carry out a comparison between the new strategy, which will be applied-with a culture that already exists, and which views the better.
Along with the development of the age, the new strategy would have been adapting to situations and conditions that exist and have any level of success is greater than the existing culture. In comparison to this second case is dikompetisikan, which has a high efficiency and effectiveness and the results of the end of the process and not a fast and remove more energy, a strategy that will be applied for.
Strategy
Of course, both parties-the culture they already have them and the new strategy that will be applied-the strategies they practice each and they must also continue to monitor carefully the development of the opponent, so each party knows and clearly detail the things are going.
Then see the end results of both strategy and dimusyawarahkan which were better and bring more benefits to the company.
Next question is, what if everything remains the opinion of the respective confidence? What further action?
If all still hold on the color, this will require the wise management decisions, and certainly does not have a party who feels aggrieved.
Another thing that can be done is the establishment of a new strategy in addition to strategies that aim applied previously. This means the establishment of this new strategy comes / cultural roots of the existing concepts and new strategies that would ditanamkan. Both it and dileburkan combined to create something new. Through this case, both parties expected that there will not feel aggrieved and disappointed-confidence because they are used as extra-and thus a new strategy to understand one another and create a strategy that is completely different and original. According to colleagues how?
A change in the withdrawal will bring something new and can only leave the old things. In this context, something that can be called old culture, and that this new course a new strategy. In the world of work, management in particular, are essential strategies that have up to date in working patterns, in order to achieve the vision and mission of a company.
So the question is, what if culture can not be changed with the new strategy? What will be done by the management?
Changes
As we know, culture is something that has become a habit and do down-and decreased continuously, which is then believed it possible for small and changed or replaced with a new, even to those who try to replace it will be considered in violation of the rules that already exist . In response to questions above, a culture that can not be changed, with the condition of all the efforts already made the change simple things you can do is carry out a comparison between the new strategy, which will be applied-with a culture that already exists, and which views the better.
Along with the development of the age, the new strategy would have been adapting to situations and conditions that exist and have any level of success is greater than the existing culture. In comparison to this second case is dikompetisikan, which has a high efficiency and effectiveness and the results of the end of the process and not a fast and remove more energy, a strategy that will be applied for.
Strategy
Of course, both parties-the culture they already have them and the new strategy that will be applied-the strategies they practice each and they must also continue to monitor carefully the development of the opponent, so each party knows and clearly detail the things are going.
Then see the end results of both strategy and dimusyawarahkan which were better and bring more benefits to the company.
Next question is, what if everything remains the opinion of the respective confidence? What further action?
If all still hold on the color, this will require the wise management decisions, and certainly does not have a party who feels aggrieved.
Another thing that can be done is the establishment of a new strategy in addition to strategies that aim applied previously. This means the establishment of this new strategy comes / cultural roots of the existing concepts and new strategies that would ditanamkan. Both it and dileburkan combined to create something new. Through this case, both parties expected that there will not feel aggrieved and disappointed-confidence because they are used as extra-and thus a new strategy to understand one another and create a strategy that is completely different and original. According to colleagues how?
