Organizational Culture and Heinz Australia

1. Draw on each(prenominal) of the elements of the cultural web to discuss how the culture at Heinz Australia has miscellanyd and is continuing to evolve under Widdows leadership. The Paradigm loss backward, unprofitable business, real negative, broken-risk, punitive culture, need of nurturing and support of stave, little encouragement of new ideas, and a complex ecesisal structure. Are the Assumptions/core beliefs of Heinz Australia before. Myths and Stories staff morale was low and turn everywhere unacceptably high, very negative, low- risk, and punitive culture.Symbols Aspects Heinz Logo is known all over the world for their condiments and other food products. Mission and mint statement that gives direction and goal in the businesss. military group Structure It shows that Widdows have gained comply from the staffs, that which follows his authority. Organisational Structure its vertical structure Control System With the changes have make for their corporate culture, thr ough world flexible by given the mutual respect and trust to the staff.It shows that it doesnt have to monitor every time. Rituals and routines Showing an green light concern for their staff, such wellness and wellbeing, giving easy membership to the gym, health care programs and such. 2. Based on your cultural web audit, identify the see forces for and against change. The mainstay forces against change is staff turnover unacceptably high, low risk and punitive culture. With this culture, it will be herculean for the new management to adopt to changes.Moreover, Widdows as he pursued for transformational change when he became a Managing Director. It has change from negative to positive culture. 3. What appear to be the key strengths of the new culture? After the Widdows taking over as the new leadership, it helps the staff to enjoy by flexible working hours, have mutual respect and trust, great place to work environment. Instead of being afraid to give new ideas, staffs are bo ost to share. 4. What aspects of the organization need to be monitored and sustained to nsure the organization does not slide back into the old slipway of thinking and working? Continues providing of the new rewards and benefits system. Such as flexible working hours, free membership to the gym, health care, and others. More importantly the leaders of the organization should be in lined their purpose and objective with maven another. Reference Graetz, F. , Rimmer, M. , Smith, A. , & Lawrence, A. (2011). Managing Organisational Change (3rd Edition). Milton, QLD, John Wiley & Sons