https://padlet.com/ac5130/Daimlerculture Identifying cultural differences and how to manage them en-us 2018-11-28 20:31:55 UTC 2026-03-15 16:34:29 UTC hello@padlet.com ac5130 https://padlet.com/ac5130/Daimlerculture/wish/309085954 Vision statement
Website, poster, advertisement
Workshop, training
Consultants
Mechanisms of change
Cultural differences
Culture Web
Hiring/Firing, promotion
Restructuring
Priorities
Communication
Routine
Stories
Define-Align-Manage]]> 2018-11-28 23:15:13 UTC https://padlet.com/ac5130/Daimlerculture/wish/309085954 isabelcrame https://padlet.com/ac5130/Daimlerculture/wish/309186263 Practices are different: Germany is known for its pronounced hierarchies but American management is based of flat hierarchies. 

1) Announce the merge of companies.

2) Decide the most favourable aspects of cultures into one; including elements of corporate culture, e.g. establishing vision, values, practices, people, narrative and environment. 
- Use culture web for analysis.

3) After establishing this, train employees.

]]> 2018-11-29 09:37:34 UTC https://padlet.com/ac5130/Daimlerculture/wish/309186263 https://padlet.com/ac5130/Daimlerculture/wish/309186384 The process includes 3 main stages; shock, psychological stress and willingness to solve problems. 

• deciding which cultural values to keep and what factors need to change. 
• promoting the integration by training employees

]]> 2018-11-29 09:37:57 UTC https://padlet.com/ac5130/Daimlerculture/wish/309186384 https://padlet.com/ac5130/Daimlerculture/wish/309189017 1. Asses both countries, collect feedback in a way that helps to understand different cultural demographics, have a baseline for where each culture stands. Collecting data allows a manager to identify which approaches are working and which should improve, you can also support decisions of employees if they resist change. 
2. Focus efforts on one or two key changes. for example, communication by prioritising into big issues instead of trying to change all problems there is less risk of the employees resisting. Making a clear vision statement and sharing it with employees so they feel involved in the merger. 
3.  Firing and Hiring, fire those who may be weak links and seek promotion opportunity for those who deserve it. If for example, if the leader of Daimler for example promoted an American worker it may then be clear that American employees have just as much value. ]]> 2018-11-29 09:46:50 UTC https://padlet.com/ac5130/Daimlerculture/wish/309189017 ac5130 https://padlet.com/ac5130/Daimlerculture/wish/309189215 1. Consultant (mechanism of change)
2. identify what culture they will create
3. Culture web
4. priorities
5. hiring/firing
6. change routine, stories, symbols, websites, vision statement
7. workshop/training
8. promotion

]]> 2018-11-29 09:47:38 UTC https://padlet.com/ac5130/Daimlerculture/wish/309189215