Compare And Contrast LeasePlan's Usage

Compare and contrast the extent to which LeasePlan's is using principle

I have a homework assignment for my Business Administration class that uses the "Organizational Behavior" 10th edition textbook. The assignment includes three questions related to chapters 2 and 3 of the book. The first question asks to compare and contrast the extent to which LeasePlan is utilizing principles from affirmative action and managing diversity, providing a rationale for the comparison. The second question involves identifying and explaining the observable artifacts, espoused values, and basic assumptions associated with Chrysler's organizational culture. The third question requires analyzing the mechanisms Mr. Marchionne employed to change Chrysler's organizational culture. All of these questions should be answered in well-structured paragraphs, providing thorough explanations and insights based on the chapters mentioned.

Paper For Above instruction

Organizational Culture, Diversity Management, and Change Mechanisms at LeasePlan and Chrysler

In today’s diverse and dynamic business environment, organizations strive to manage their internal cultures and diversity initiatives effectively to maintain a competitive edge. This paper explores the application of affirmative action principles and diversity management at LeasePlan, examines Chrysler’s organizational culture elements, and analyzes the change mechanisms employed by Mr. Marchionne to transform Chrysler’s corporate culture, drawing insights from chapters 2 and 3 of the "Organizational Behavior" 10th edition textbook.

LeasePlan’s Use of Affirmative Action Principles and Diversity Management

LeasePlan, a leading fleet management company, demonstrates a commitment to diversity through the implementation of various policies aligned with affirmative action principles. Affirmative action aims to promote equal opportunities for underrepresented groups and ensure diversity within organizational roles. LeasePlan’s initiatives include targeted recruitment practices, diversity training programs, and inclusive workplace policies that support underrepresented minorities. The company’s approach aligns with the core principles of affirmative action by actively seeking to eliminate barriers to employment and advancement for diverse populations. Additionally, LeasePlan engages in managing diversity by fostering an inclusive culture that appreciates different perspectives, which enhances innovation and decision-making processes. The contrast lies in that affirmative action is often focused on remedial measures to correct historical disparities, while managing diversity emphasizes ongoing proactive strategies to create an inclusive environment. LeasePlan balances these approaches by establishing equity-focused policies while cultivating a culture of inclusiveness that benefits organizational performance.

Chrysler’s Organizational Culture: Observable Artifacts, Values, and Assumptions

Chrysler’s organizational culture can be analyzed through its observable artifacts, espoused values, and basic underlying assumptions. Observable artifacts include Chrysler’s unique corporate symbols, rituals, and physical environment that reflect its culture. For instance, company branding, employee uniforms, and corporate ceremonies showcase its identity and traditions. Espoused values at Chrysler, such as innovation, quality, and customer satisfaction, are explicitly communicated through mission statements and corporate communications. These values guide employee behavior and strategic priorities. The basic underlying assumptions encompass deeply embedded beliefs about the importance of teamwork, quality craftsmanship, and resilience amidst industry challenges. These assumptions are taken for granted by employees and influence daily operations and decision-making. Together, these elements form a cohesive picture of Chrysler's organizational culture that emphasizes innovation, craftsmanship, and resilience as core to its identity and strategy.

Mechanisms Used by Mr. Marchionne to Change Chrysler’s Culture

Mr. Sergio Marchionne employed several mechanisms to influence and change Chrysler’s organizational culture effectively. According to chapter 3, key mechanisms include artifacts, symbols, and language; organizational structure and systems; and leadership behaviors. Marchionne used artifacts such as new corporate branding and communication strategies to reinforce a culture of innovation and quality. He restructured the organization to promote more accountability, transparency, and collaboration, aligning the formal structure with desired cultural attributes. Additionally, he actively shaped leadership behaviors by modeling a strong work ethic, resilience, and a customer-focused mindset. His transparent communication and decisive actions were instrumental in fostering a renewed sense of purpose and confidence among employees. By integrating these mechanisms, Marchionne was able to foster a cultural transformation that emphasized agility, quality, and a customer-centric approach, which helped Chrysler regain its competitive footing after significant industry challenges.

References

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