logo

Organizational Culture Assignment (Sample)

   

Added on  2021-04-17

9 Pages1740 Words117 Views
Leadership Management
 | 
 | 
 | 
Running head: DAIMLER CHRYSLERDaimler ChryslerName of the student:Name of the university:Author note
Organizational Culture Assignment (Sample)_1

1DAIMLER CHRYSLERThe organizational cultureThe merging of Daimler Benz and Chrysler to Daimler Chrysler was portrayed as a newinternational conglomerate in the automotive industry. It was emerged as the beginning of a newera where only the two powerful players will survive.However, cultural conflict started taking place in the organization. Our podcast willinclude the issues that led to conflict in the organization. We have used Hofstede theory to makethe arguments of cross- cultural conflict stronger. The huge difference between the twoorganizational structures led to the failure in the integration of the companies. The clash between the German and US culture was responsible for the failure in mergingof the two companies. I have read in company reports that these two companies had previouslyplanned to merge several times but failed drastically. There was difference in leadership structureof the two companies. I found out that Benz followed an orderly leadership while Chryslerbelieved in innovation. Chrysler was more focused on effectiveness and strengthening ofworkers capability whereas Benz followed an administrative and basic leadership nature. According to Hofstede, culture refers to “the collective programming of the minddistinguishing the members of one group or category of people from others”. Differentdimensions of Hofstede theory were related to individualism vs. collectivism; masculinity vs.feminity; power distance; uncertainty avoidance. The first dimension found out if people in aspecific culture considered themselves as a member of the group or not. The second dimensionfocused if success and power got more preference than family values or not. The third dimensionrepresents the extent to which individuals in a culture can accept huge differences in power. Thefourth dimension had focused on extent of tolerance uncertain incidents within the society and
Organizational Culture Assignment (Sample)_2

2DAIMLER CHRYSLERindividual’s reaction towards those situations. I understood that this theory is relatable tocommunication, management, marketing and negotiation at the international level. Therefore, Icould relate the organizational culture of Daimler Chrysler with the dimensions of the Hofstedetheory. There have been a number of theories and concepts developed to describe theorganizational differences between the US and the German culture. However, I found Hofstedetheory as the most suitable one for explaining the cultural difference between Daimler andChrysler. It was easy for us to understand the theory by associating with the reflection on ourpodcast. Hofstede had explained very clearly the cultural difference and their impact in theworkplace. He had put much effort in dealing with the major countries on the dimensions ofwork- value. Fig: Hofstede model of cultural dimension
Organizational Culture Assignment (Sample)_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Theory of Low and High Context Culture
|13
|2603
|127

Self-reflection: Cross-cultural Management
|9
|1911
|225

Solutions to DaimlerChrysler’s Cross-Cultural Issues
|4
|687
|499

Cross Cultural Management
|8
|1739
|446

Cross Cultural Management
|8
|1743
|405

Management Podcase Case Study 2022
|19
|4860
|38