Organizational Culture and the Shenzhen Flower Market

Organizational Culture and the Shenzhen Flower Market

flowers and organizational change

How can hundreds of shops selling the same or very similar products, survive in a competitive market where bargaining is the norm? The Answer reviles the same foundation as a good organizational culture. With all the Organizational Culture Change Programs we have successfully done around the world. Sure a successful organizational culture has collaboration and feedback. But without a set of mutually agreed Culture Guiding Principles for everyone to follow and abide by, it will not be enough for an organization to sustain a highly effective corporate culture.

In this Agents of Change video, Arthur Carmazzi shares the concept of organizational culture guiding principles and why they are so important… and how the Shenzhen flower market thrives even though there are hundreds of competitors sharing the same space. How can this video help your organization? Visit the concept of getting the stake holders of the organization (employees at all levels) together and define what kind of people they want to be, what type of an environment they would like to have and what behavior they need to have to achieve all this. When we do our culture change projects these are part of a discovery process that defines and gives awareness of how people are affecting each other and the real understanding of what they need to do to get their IDEAL WORK ENVIRONMENT.

So do look at the resources and programs we have to support your organizational culture change requirement to create more engaged and more effective happier team members.

Here is the Video

42 thoughts on “Organizational Culture and the Shenzhen Flower Market

  1. sewa villa 1 jutaan di puncak

    Your articles on leadership development help us realize that our problems are typical, and we can solve them in constructive ways.

  2. kanker payudara

    When someone writes an article he/she retains the idea of a user in his/her brain that how a user can understand it. Thus that’s why this article of Arthur Carmazzi is great. Thanks!

  3. sewa villa kota bunga

    Arthur Carmazzi Everything is very open with a clear explanation of the issues.

    It was truly informative. Your website is very helpful for our leadership training.
    Thank you for sharing!

  4. Your ability to accommodate, even when it wasn’t easy or convenient, assures others of a continuing, enjoyable, successful relationship with you. Thanks Arthur Carmazzi

  5. Hi mates, its enormous paragraph on the topic of organizational culture, completely explained, keep it up all the time.

  6. Thanks for posting this, I believe that the first step to incorporating transformational leadership into your management style is to encourage intrinsic worth in your employees

  7. I found this very enlightening leading to a number of moments. It was also somewhat embarrassing that I had missed so much of this over my work career in organizational culture! A must read for those switching jobs or careers.

  8. Arthur Carmazzi is good, for me, once you have the process mapped you can start to improve it. Remove anything that is not working, fix anything you can and add in stuff that is missing. This activity is not quick and you’ll rarely get it right first time, that’s why continual improvement is so important esp for changing company culture. You’ll need to keep doing this exercise.

  9. There are several continuums that help define an organizational culture. Culture tells you a lot about an organization. What messages do leaders send with their words and actions? What type of behavior is being reinforced?

  10. WHY is the purpose, and HOW are the Core Values around which we make every single decision, even in the absence of the visionary. It’s HOW we make our WHY come to life every day. Our core values tell us who to hire, who to fire, and which decisions are right on a micro-level. Is that system or that process true to our core values?

  11. When you put a focus on culture, you’ll have guiding principles. People will know you for this. Employees will live by it. It’ll help get you through difficult times. You’ll base hiring and firing decisions on the principles

  12. Just amazed with how this was explained on your blog Arthur Carmazzi, the organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations.

  13. Organizational culture is one of the major issues in academic research and education, in
    organization theory as well as in management practice, just like how Arthur Carmazzi teaches us some things about some culture change.

  14. I agree with Arthur Carmazzi, well, after all, a company’s culture is its basic personality, the essence of how its people interact and work. However, it is an elusively complex entity that survives and evolves mostly through gradual shifts in leadership, strategy, and other circumstances.

  15. training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility, as well as impact on a leader and supervisee-rated outcomes.

  16. Employees care about how workplace changes affect them, and with each change they face, they determine whether it has had a negative, neutral, or positive effect on their job.

  17. company culture is a relatively new term in the industry and has yet to be fully defined. Organizational culture embodies the workplace atmosphere, attitudes, and values.

  18. Companies can tap their natural advantage when they focus on changing a few important behaviors, enlist informal leaders, and harness the power of employees’ emotions.

  19. Arthur carmazzi explained it very well. These culture critiques are as common as complaints about the weather — and about as effective. How frequently have you seen high-minded aspirations to “change the culture” actually manage to modify the way that people behave and the way in which they work? And how often have you seen noticeable long-term improvements?

  20. As new ideas are adopted and implemented, they reach a stage of stability and legitimacy in organizational culture. Employees get used to practices that initially seemed unfamiliar and your organization begins to reap the benefit of the shifts that have been made.

  21. Very Intelligent. Organizational Structure is the answer for regenerating an organization and create an excellent great team. Thanks for sharing this Arthur Carmazzi.

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