Analyzing Driving and Restraining Forces in Business Organizations

This report delves into the analysis of driving and restraining forces within an organizational context, highlighting the significance of leadership strategies and organizational culture. It examines the competencies in management and workforce, the importance of maintaining organizational culture, and the challenges associated with change management. The report emphasizes the importance of understanding the local culture and policies. The report references the works of Draganidis & Mentzas (2006) and Shim & Steers (2012), providing a comparative study of leadership and organizational culture in the context of global automobile companies such as Hyundai and Toyota. It showcases the diverse leadership approaches and their impact on business operations. The report concludes by emphasizing the importance of effective change management, especially when adapting to local cultures and policies, and the need to consider stakeholder motivation.

Running head: DRIVING AND RESTRAINING FORCES
DRIVING AND RESTRAINING FORCES
Name of the Student
Name of the University
Author note

1DRIVING AND RESTRAINING FORCES
There have been many key internal factors that are associated with this company
which helps them to be more efficient in future as well. One of the major driving force is the
competency in management and workforce the company (Draganidis & Mentzas, 2006) has.
The company has kept the organizational culture and the strategy same throughout the years
of existence which have helped them creating a differentiation strategy in the company. There
are several principles of the organization and the main objective of these is to motivate the
stakeholders the company has and also to prompt any change that is about to occur.
However, problem arises when the creation of synergies between the domestic
strategy of business and the corporate culture of the host takes place which have to follow
many policies, procedures and cultures that are local (Shim & Steers, 2012). The changes and
the change management can only be effective if the managers know and understand the
importance of all the employees which is sometimes lacking here. The most difficult process
that is faced by the company is the change in administration and this must be properly looked
at. Compliance with the local culture and policies is difficult.

2DRIVING AND RESTRAINING FORCES
References
Draganidis, F., & Mentzas, G. (2006). Competency based management: a review of systems
and approaches. Information management & computer security.
Shim, W. S., & Steers, R. M. (2012). Symmetric and asymmetric leadership cultures: A
comparative study of leadership and organizational culture at Hyundai and
Toyota. Journal of World Business, 47(4), 581-591.