The GM Culture Crisis

The GM Culture Crisis

Introduction

Most company cultures are not healthy from the organizational structure of the enterprise. Unhealthy company cultures negatively impact engagement, service, results and profits. Conversely, great workplaces have extremely healthy cultures (Kim, 2008). Those company cultures are healthy because everyone leaders and team members make it a point to pay attention to the quality of their work environment and invest in making it healthy, daily.

As we all know company culture drives everything that happens in your organization, right or wrong culture is the root of all profits. An example of a company that has undergone change is General Motors before its new management had unhealthy habits and was making lose among other negative issues. For instance, there was once political circus surrounding the massive General Motors ignition switch recall which leads to the death of approximately 13 deaths. There is culture change if we keenly observe the Gm management .Mary Barra was the new GM CEO. During one meeting in house and senate subcommittee, she claimed that GM would not just fix cars but also culture. A good example to the top managers of private and public companies in the world they should stay focused at all times. It just needs little steps and during the organizational modeling (Drucker , 2004).

The GM CEO shows regulatory modeling; she claims that sometimes back they were focused on cost culture and are moving to customer culture thus focusing on safety and quality this is what was missing in GM Company. Even though it takes some time to change culture she is motivating her workers and even the potential clients that they are on the journey, and they want to ensure that they have the safest vehicle on the road. She motivates us that changing organizational culture reforms the company.

General Motors   developed new values to overcome the crisis such as customers becoming compass and, relationship matter and individual excellence this is fascinating to see a CEO taking about values in a crisis. Likewise, at the crisis, we should remain focused and motivate our employees and clients. In the culture change the CEO says   the description of the company is New General Motors and from the CEO the staff is passionate about designing and building and selling the world’s best vehicles t this unites them as a team. Set of code of conduct which including good content   having typical corporate warning about disciplinary action or termination of employment  She highlights that culture will become a competitive advantage this leader was talking about focus on culture change and coming out of bankruptcy slashing bureaucracy, reducing policies this will attract most customers globally. And even lead to better business success (Drucker , 2004).

Employees should be involved in right areas and good ways this will ensure that every person plays his or are the role well since he or she fit the profession, the employees without enough skills might lead to poor performance of the company. Those in charge of the management should there for considering the qualified and individual with good qualities such as respect and good interpersonal communication skills (Drucker, 2004). Creating good companies name in the society and it will win many customers; it makes it competitive with other businesses with some cases of corruption or favor during recruiting of workers.

From the GM, Mary Barra is focused on implementing keystone habit GM will provide total clarity with their purpose values, expected behaviors and why they need culture driving the performance .Each leader must focus the effort this will make workers work with passion on a few very specific behaviors if there will ever be the chance of building momentum. Any person in management should reach deep in her organization to confirm there is meaningful behavior change.  For instance, in a company reward and recognition systems will be refined to emphasize precisely the behaviors GM must shift or build. This is not top-down coaching but “collegial coaching” that moves in all directions up, down and across the organization. It emphasizes driving out fear from people who could not trust their products before, the many individuals then turn to support the company and buy goods from at all times (Kim, 2008).  They will always talk about the positive part of the company for instance how the company treats its clients with respect, the way the company has good organizational structure and no one can change their stand and passion they have for the company.

The Uniqueness of Gm Culture is that there is no room for uncooperative workers. Bear me witness that some top management team can be bribed to cover this but corruption is unheard in GM .if ones need to succeed as an entrepreneur for instance from the CEO leaders that do not support the behaviors of the “new GM” will be visibly removed ( Pownall,  2015)..   The most important parts of what we learn about culture will apply to any organization and not just one of the largest in the world.

In every successful company organizational constitution here should always be the organizational constitution for a company to perform better. This is one way of organizational  modeling, for instance, the New GM  organizational structure specifies their organization’s  or team’s or division’s present day servant purpose who do they serve, and to what end besides making money?, Values and behaviors, strategies, and goals.

Reference

Pownall, C. (2015). Recovering from a Crisis. In Managing Online Reputation  (pp. 189-205). Palgrave Macmillan UK.

Drucker, P. F. (2004). The theory of the business. Harvard business review,72(5), 95-104.

Kim, L. (2008). Crisis construction and organizational learning: Capability building in catching-up at Hyundai Motor. Organization science, 9(4), 506-521.