Available:*
Library | Item Barcode | Call Number | Material Type | Item Category 1 | Status |
---|---|---|---|---|---|
Searching... | 35000000001776 | HD58.7 H475 2012 | Open Access Book | Book | Searching... |
Searching... | 30000010293349 | HD58.7 H475 2012 | Open Access Book | Book | Searching... |
On Order
Summary
Summary
The contribution of culture to organizational performance is substantial and quantifiable. In The Culture Cycle , renowned thought leader James Heskett demonstrates how an effective culture can account for 20-30% of the differential in performance compared with "culturally unremarkable" competitors.
Drawing on decades of field research and dozens of case studies, Heskett introduces a powerful conceptual framework for managing culture, and shows it at work in a real-world setting. Heskett's "culture cycle" identifies cause-and-effect relationships that are crucial to shaping effective cultures, and demonstrates how to calculate culture's economic value through "Four Rs": referrals, retention, returns to labor, and relationships. This book: Explains how culture evolves, can be shaped and sustained, and serve as the organization's "internal brand." Shows how culture can promote innovation and survival in tough times. Guides leaders in linking culture to strategy and managing forces that challenge it. Shows how to credibly quantify culture's impact on performance, productivity, and profits. Clarifies culture's unique role in mission-driven organizations. A follow-up to the classic Corporate Culture and Performance (authored by Heskett and John Kotter), this is the next indispensable book on organizational culture. "Heskett (emer., Harvard Business School) provides an exhaustive examination of corporate policies, practices, and behaviors in organizations." Summing Up: Recommended. Reprinted with permission from CHOICE, copyright by the American Library Association.Author Notes
James Heskett is Baker Foundation Professor, Emeritus at Harvard University's Business School. A leader in advancing management practice, he remains active at Harvard Business School; serves as a board member at Limited Brands; and consults with companies worldwide. Heskett has won the Council of Logistics Management's John Drury Sheahan Award; Sales and Marketing Executives International's Marketing Educator of the Year Award; and the American Marketing Association's Career Contributions to the Service Discipline Award. He is author and coauthor of several books, including Corporate Culture and Performance (with John P. Kotter); The Value Profit Chain (with W. Earl Sasser, Jr. and Leonard A Schlesinger); and The Ownership Quotient (with Sasser and Joe Wheeler).
Reviews 1
Choice Review
Heskett (emer., Harvard Business School) provides an exhaustive examination of corporate policies, practices, and behaviors in organizations. He sets out to field-test a conceptual framework for the "hard to replicate source of competitive advantage"--culture--in its myriad definitions and manifestations. He posits that as much as half of the difference in operating profit is attributable to culture. In an attempt to support his claim, Heskett uses statistics and stories of corporations waxing rhapsodic about mission, vision, and values. This study of culture as a topic of academic interest and corporate obsession is structured in four distinct sections as the author rolls out the four R's--referrals, retention, returns to labor, and relationships with customers--as the litmus test to take corporations, much maligned and otherwise, past the current anticapitalist fervor of the disaffected masses to produce healthy profits for all. Summing Up: Recommended. Graduate students, researchers, faculty, and practitioners. G. E. Leaf independent scholar
Table of Contents
Acknowledgments | p. x |
About the Author | p. xii |
Introduction | p. 1 |
Two Visits, One Story | p. 3 |
Questions to Be Addressed | p. 12 |
How This Book Is Organized | p. 13 |
Chapter 1 A Crisis in Organization Culture? | p. 15 |
What Culture Is and Isn't | p. 17 |
Stealth Weapon or Humanizing Effort? | p. 17 |
The Development of Interest in Organization Culture | p. 19 |
The Nature of an Organization's Culture | p. 22 |
Culture and the Workplace | p. 35 |
Culture and the Long-Term Erosion of Job Satisfaction | p. 38 |
Chapter 2 Culture as "Know How" | p. 41 |
ING Direct: Shaping a Culture | p. 41 |
Culture and Purpose ("Know Why") | p. 45 |
Culture and Strategy ("Know What, When, Where") | p. 46 |
Culture and Execution ("Know Who") | p. 46 |
How Successful Managers View the Importance of Culture | p. 48 |
Culture in the Context of Purpose, Strategy, and Execution | p. 49 |
Chapter 3 Culture: A Multi-edged Sword | p. 55 |
Nature and Results of the 1992 Study | p. 59 |
Strong Cultures Affect Performance | p. 60 |
Strength of Culture Is Not Correlated with Good Performance | p. 61 |
Adaptability Keys Long-Term Success | p. 61 |
The Question of Fit | p. 62 |
The Role of Leadership | p. 65 |
Chapter 4 Culture in an Organization's Life Cycle | p. 69 |
How Cultures Are Formed | p. 69 |
The Process of Culture Formation | p. 72 |
How Cultures Are Articulated and Institutionalized | p. 72 |
How Cultures Are Diluted | p. 75 |
Enemies of an Effective Culture | p. 77 |
How Cultures Are Renewed | p. 88 |
Reinforcing Effective Cultures | p. 90 |
Chapter 5 Economies of Culture: The "Four Rs" | p. 95 |
Economic Advantages of an Effective Culture: The "Four Rs" | p. 97 |
Culture Impact Model | p. 114 |
Several Caveats | p. 114 |
Chapter 6 The Culture Cycle: Measuring Effectiveness | p. 119 |
USAA: Effectiveness Through Trust | p. 121 |
Nucor Steel: A Study in Learning, Accountability, Self-Direction, and Innovation | p. 124 |
Toyota and the Importance of Alignment and Agility | p. 128 |
Measuring a Culture's Strength | p. 132 |
Measuring a Culture's Health: The Culture Cycle | p. 134 |
Measuring a Culture's Fit" | p. 146 |
Caveats | p. 147 |
Chapter 7 The Four R Model: A Field Test | p. 151 |
The Setting: RTL, Inc | p. 151 |
The Research and Findings | p. 152 |
The Blind Results | p. 156 |
Blind Result Comparisons | p. 158 |
Caveats Regarding the Blind Estimates | p. 159 |
Comparisons of Culture Cycle Elements | p. 160 |
Management's Interpretation of What Happened | p. 164 |
Conclusions | p. 165 |
Chapter 8 Culture and Innovation | p. 169 |
The Culture Cycle and 3M Innovation | p. 172 |
Levels of Innovation | p. 174 |
Adaptability and Innovation | p. 179 |
Value "Clusters" That Foster Innovation | p. 179 |
Innovation "Value Clusters" at Apple | p. 187 |
Chapter 9 Culture and Adversity | p. 197 |
Adversity and Response at Intuit | p. 197 |
Adversity and Response at BP | p. 200 |
9/11 and the Southwest Airlines Response | p. 203 |
Adversity and Response at Coldman Sachs | p. 204 |
So What? | p. 209 |
The Fit Between Culture, Leadership Style, and the Nature of Adversity | p. 210 |
How Cultures Help and Hurt in Times of Adversity | p. 212 |
Culture as a "Filter" Between Adversity and Performance | p. 214 |
Chapter 10 Subcultures and Global Strategies | p. 219 |
Enter the Culturalists | p. 221 |
Global Management Challenges from Cultural Differences | p. 223 |
What Do These Vignettes Suggest? | p. 231 |
The Selection of Leaders | p. 239 |
Managing the Relationship Between Headquarters and Subsidiaries | p. 241 |
Organizing, Coordinating, and Controlling Effort | p. 243 |
Chapter 11 Mission-Driven Organizations: Special Challenges | p. 251 |
Supergrowth | p. 251 |
Loss of Focus: "Mission Creep" | p. 253 |
Making a Large Organization Seem Small | p. 255 |
Deploying Human Resources: The Challenge of Volunteer Labor | p. 255 |
Measuring and Rewarding Effectiveness Among an Organization's Subcultures | p. 257 |
Coordinating Efforts with Other Mission-Driven Organizations | p. 259 |
Managing Board and Leadership Conflicts Concerning Basic Assumptions | p. 260 |
Controlling Zealous Behavior | p. 263 |
Chapter 12 Dealing with Forces That Challenge Organization Cultures Today | p. 267 |
Information and Communications Technology | p. 268 |
Increasing Emphasis on Transparency | p. 270 |
New Generations of Employees | p. 272 |
Team-Based Work | p. 276 |
Employment and Deployment Strategies | p. 277 |
The Rise of Free Agency | p. 281 |
The Psychological Shrinking of the World | p. 281 |
Chapter 13 Leading Culture Change | p. 285 |
How Do You Know Change Is Needed? | p. 288 |
Monitoring Links in the Culture Cycle: RTL, Inc. Revisited | p. 289 |
Changing a Culture | p. 297 |
Sustaining Culture Change | p. 305 |
Conclusions | p. 309 |
The Role of the Leader in Reshaping Culture | p. 310 |
Chapter 14 Answers and Questions | p. 317 |
Characteristics of Effective Cultures | p. 318 |
Economic Outcomes: Profit and Satisfied Stakeholders | p. 320 |
Behavioral Outcomes: Great Places to Work | p. 320 |
Some Final Thoughts | p. 322 |
Appendix A Sample Questions for Measuring the Strength and Health of a Culture | p. 325 |
Appendix B Four R Assumptions and Computations | p. 329 |
Appendix C Complete Results of Employee Surveys, 2009 and 2010, for Three RTL, Inc. Offices | p. 333 |
Endnotes | p. 339 |
Index | p. 361 |