Essays on National Australian Bank: Cultural Change Program Case Study

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The paper "National Australian Bank: Cultural Change Program" is an outstanding example of a management case study.   This report is about the case study provided which deals with the issue of organizational change in the National Australian Bank. The cultural practice inherent in the bank has been highlighted in line with the scandal that befell the bank. There is a portrayal of a link between the cultural practices that were adopted by the bank and what happened later on. The scandal that faced the bank was an awakening on its approach to various issues within.

The bank had to go through a change program with the focus of redefining its approach to meeting customer needs. This basically revolved around changing the overall public image by redefining how work is done in the bank. Change Management Theories There are a number of change management theories that have been discussed by different academicians. One of the change management theories that have been highlighted is Kurt Lewin’ s Change Management Theory. In the implementation of change in this bank, Kurt Lewin’ s theory has been applied. In every organization, culture is perceived through the unique approach to issues of corporate governance.

Each organization establishes itself in a particular manner in relation to handling certain issues inside the organization (Carter 2008, p. 22). Consequently, such an approach influences service delivery to customers as well as interaction with other stakeholders in the organization. Moreover, the approach used by the leadership especially when dealing with employees conveys much about the culture of the organization. The leadership of NAB in relation to handling particular responsibilities within their domain communicates much regarding the same. Strengths & Weaknesses of Cultural Perspectives The first perspective of the theory of culture is integration.

This is the perspective that prevails upon consensus across the organization. One of the recognizable strengths of this perspective is its consistency. Unlike other perspectives, this perspective has been noted to be very consistent. What the perspective postulates in connection to culture across within a collective is the same. On the other hand, this perspective leans so much on conformity. There is a high degree of conformity with prevailing practices. This can be very challenging when dealing with the issue of organizational change. The differentiation perspective of organizational culture views culture as a combination of individual cultures in an organization.

This perspective criticized the grounds of inconsistency. Indeed the perspective portrays inconsistency with various manifestations in various groups. The issue of inconsistency has often been the main source of disagreements and conflicts that are associated with this perspective. It brings out confusion when defining relationships in the setting of a group. An advantage of this perspective is the fact that it has a strong subcultural understanding. The perspective clearly defines cultural affiliations at the subculture level. The ambiguous perspective is very unique indeed.

This perspective brings into focus the issue of embracing differences among members of the group. Through this perspective, it becomes clear that in most cases it is almost impossible for all people to agree towards a particular course. One of the strengths of this approach is the fact that it is real in its approach. The fact that this approach does not embrace collective conformity has been termed as the basis of inconsistency.

This indeed has been used to imply it to be its greatest undoing.

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