The paper 'How the Culture at Heinz Australia Has Changed" is an outstanding example of a management assignment. Cultural web classifies six elements which are interrelated and constitute the paradigm which is a model or pattern of the workplace surrounding (Johnson, Whittington and Scholes, 2008). Through the analysis of these factors, one can begin to observe the broader view of the organizational culture: what is performing, what is not performing, plus what requires to be transformed. The elements of the culture web include stories, routine and rituals, power structure, organizational culture, symbols and control systems. Through the use of the culture web, we can analyze how the culture at Heinz Australia has evolved through the leadership of CEO Peter Widdows.
Past events at Heinz and what people said about the company where the employee’ s self-esteem was low with high unacceptable turnover, low risk, punitive and very negative culture were the stories but this has changed to a ‘ great place of work’ through the leadership of Widdow. The routines and culture of Heinz were where they have been concerned with their staff concerns like the free gym membership, health care program and so on.
The power structure of Heinz offered no support to the staff, therefore creating confusion and conflict of responsibilities, but this has changed to where the senior managers model staff behaviors. Due to the control system of Heinz, there is mutual respect in addition to trust to the employees who do not have to be monitored now and then. The hierarchical structure represents the organizational culture of Heinz. All these changes have occurred on the leadership of Peter Widdows (Graetz, Rimmer, Smith & Lawrence, 2010). Key forces for and against change based on cultural web The key forces that were against change at Heinz was a low risk plus the punitive culture in addition to the high unacceptable staff turnover, which was inward-focused and everything seemed unattainable of surplus effort had to be used to accomplish it.
With the staff having low motivation and high cost of hiring new staff to replace the ones leaving the company, it was close to impossible for the management of Heinz to adopt any changes within the organization this was also made difficult by the lack of support and nurturing of the staff in addition to the rigid organizational structure.
However, with the leadership of Widdow, it has been possible for the company to embrace change through the restructuring of the organization culture, creating mutual respect and trust between the employees and the staff. Through Widdow’ s leadership, he was committed to building a caring, positive society in which the ideas and contributions of the workers were acted upon and taken seriously. Through those initiatives, the CEO of Heinz, Widdow has transformed the change within the organizational culture and it has changed from a negative culture to a positive culture (Graetz, Rimmer, Smith & Lawrence, 2010). Key strengths of the new culture When Widdow took leadership of Heinz, it was a difficult time at the organization.
Research has shown that a strong organizational culture improves the organization's performance through facilitation of the consistency in internal behavior (Sø rensen, 2002). One of the key strength is that Widdow created a culture in which the staff enjoyed flexible working hours with the option of taking Friday afternoon off after they are through with their jobs.
He also created an ideal workplace in which the employee’ s health and well-being were being taken care of and creating a balance between the social and the work-life, this included medical checkup and free gym membership and these proved to be motivating factors for employees in job performance. The mutual respect and trust where the employees were not monitored daily and they were not afraid of giving their ideas, but were encouraged to be involved in creating a great place of work was also a key strength.
It is important to maintain an organization that is running smoothly. In the long run, an organization is concerned with efficiency, stability, and predictability (Masood et al. , 2006). This is another strength that has been achieved through the leadership of Widdow (Graetz, Rimmer, Smith & Lawrence, 2010).