【正文】 mprovement Components of Culture Values have little meaning unless they bring about specific behaviors ... VISIBLE Core Values Behaviour INVISIBLE attitude 15 Implementation Plan The implementation plan will enpass initiatives to create and support these behaviors. Core Values Behaviour The best way to achieve culture change is to focus on desired behaviors ... 16 Agenda M amp。s involvement Phase 2 Program Status This is where we are going. Companywide * Demonstrate senior management mitment. * Identify managers39。 issues. * Gain information from pilot tests. * Provide the big picture. Phase 3 RollOut This is what it means to you. Program Specific * Provide specific information on the changes being made and how they will affect people. * Provide training in new roles skills and methods. Phase 4 FollowUp This is how we will make it work. Team Specific * Listen to and act on manager39。 A 17 Our Approach to Cultural Integration Perform Gap Analysis Design Desired Culture Top Team Workshop Validation/ Ownership Customer Strategy Assess Current Culture Interviews Focus Groups Culture Audit Business Objectives DISCOVER Defining Organizational Culture Implement Culture Change Programs Training Org. Dev. Communication Measurement DELIVER Reinforcing Organizational Culture Knowledge sharing, involvement, and munications Develop Culture Change Programs Leadership Development, Culture Change Teams amp。 Rewards Employee Communication Organization Design amp。 ben prog Labor relations Managing resistance Integration of corporate cultures Retention of key managers Retention of key talent Communication 37% 40% 59% 57% 36% 63% 78% 88% 91% 90% 0 10 20 30 40 50 60 70 80 90 100 36% 7 Cultural inpatibility is the biggest problem, yet results indicate that it is the area least likely researched during due diligence. 46% 47% 54% 56% 72% 72% 82% 86% 0 10 20 30 40 50 60 70 80 Organizational culture and dynamics of change Workforce potential HR policy matters Major shareholders Management capabilities and willingness to cooperate Financial aspects of HR function Market share, distribution Hard assets 90 100 Technological and business petencies 75% Percentage of panies citing the type of information gathered during due diligence Source: Watson Wyatt Worldwide Mamp。 A 3 Agenda M amp。 People’ Issues Often Present the Biggest Challenges “The hard stuff is easy it’s the soft stuff that’s so hard to change.” Frederick Smith CEO, Federal Express 5 Watson Wyatt M amp。 A Statistics ? 1992 (Coopers amp。 A Statistics A Case Study WW’s Approach to Cultural Integration What is Culture? Q amp。 A Statistics A Case Study WW’s Approach to Cultural Integration What is Culture? Q amp。 Development Plan ? Identify anisational development needs ? Develop learning and development plans that link to business and strategic obj