Cultural Change with Pace Organization: A Case Study Analysis

Reflection

1
Introduction to the case
The case study describes Cultural change with the Pace organization which is one of the
influential and largest U.K based TV set-box Company. Recently, the firm has lost market share
due to new internet technologies and the growth of online media streaming. Besides this the
company is also facing negative customer’s viewpoint, miscommunication between different
units, so the company HR and has decided to adopt some methods by using theories such as
iceberg theory, sense-making process for evaluating the decision making and many more to
establish new cultural values and behaviors between different units to develop good relationship,
growth opportunism of company and future interests.
Analysis
Answer 1 - The five core values that are decided by the Pace company are - Accountability,
Passion, Integrity, Innovation, and Appreciation. I have understood that in order to establish
whether these company’s core values are espoused values or values-in- use it is important to
know the following things -
Iceberg theory – This theory revealed that there are two aspects – Formal (covert )aspects
includes new goals, structure, policies of the company and Informal( covert) aspects include
beliefs, attitudes, perceptions (Grossmann and Varnum, 2015).
Three different aspects of employees – Between the employees there must be three different
features which are co-operative, calculative and coercive (Berezin and Lamont, 2016).
Sensemaking process in pointing decision making – Connection between behaviors and
understanding to reach the full potential point within a company by sensible decisions for
changes. Positive belief and co-operative works between workers.
No, there are no other values in use that I can identify because the new cultural strategy of the
Pace Company was applicable.
New cultural aspects decided by the company including symbols, artifacts, and assumptions.
Answer 2 – Yes, I can judge that the cultural change within the Pace company is Revolutionary.
Revolutionary changes means through which the organization can reshape and recognize new
strategic goals for development in behavior and beliefs between employers and workers or