Organizational Culture Of The Chrysler Group - 1283 Words

There are several layers of organizational culture. Three of which consist of observable artifacts, espoused values and basic assumptions. The Chrysler Group has a certain culture that has existed for decades. Due to the fact that they had to file bankruptcy, this culture needed to be changed. The observable artifacts in the Chrysler Group were the fact that they were known to have drastic price cuts when they found out that sales had decreased (Kreitner, Kinicki, 2013). The Chrysler Group had the idea that offering huge discounts would increase their sales and make them a greater profit. This idea was their espoused value but was not found to be true. It was only an aspiration. Chrysler had a norm for offering large rebates as well as other things to entice customers to buy their automobiles. The chief operating officer assumed that because another company was offering high rebates that this is what Chrysler Group should do as well. The goal of Chief Executive Sergio Marchionne was to make Chrysler a profitable organization again. For this to be done a plan had to be set in order. The competing values framework is an excellent tool used to analyze and change a company’s organizational culture (Kreitner, Kinicki, 2013). Marchionne’s plan for Chrysler incorporates the entire competing values framework; clan, adhocracy, market and hierarchy cultures. The clan culture is a culture that incorporates working together and team members communicating and developing a commitmentShow MoreRelatedGeneral Strategic And Cultural Change At Chrysler Group1582 Words   |  7 Pages****** 1. Sergio Marchionne Undertakes Major Strategic and Cultural Change at Chrysler Group (p.86) ********************************************************************************************************** 2. What are the observable artifacts, espoused values, and basic assumptions associated with Chrysler s culture. Explain Student Answer: According to the text, there are three layers of organizational culture: observable artifacts, espoused values, and basic assumptions (Kreitner KinickiRead MoreOrganizational Behavior ( Ob ) Studies The Influence That Individuals, Groups, And Organizational Structure1486 Words   |  6 PagesOrganizational behavior (OB) studies the influence that individuals, groups, and organizational structure have on behavior within organizations. More succinctly, it is the study of how people interact in organizations. This paper will briefly review the following five topics that are included in the organizational behavior study process: 1. Managerial Functions 2. Corporate Culture 3. Organizational Culture 4. Strategic Planning 5. Tactical Planning â€Æ' Managerial Functions Management is theRead MoreExample of an Organizational Conflict819 Words   |  3 PagesOrganizational Conflict Example Conflict Overview There were many potential benefits that were thought to gained through the merger of the U.S. Chrysler Corporation and the German Daimler Group. First of all, the combined product lines from each company complemented each other well and each would benefit from a more comprehensive product line. Chrysler focused on comparatively lower cost cars and sport utility vehicles while Daimler and Mercedes primarily operated in the luxury market. As a resultRead MoreThe Theory, Organizational Behaviors, And The Interconnectedness Of Employees1221 Words   |  5 Pagesits culture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learningRead MoreThe Theory, Organizational Behaviors, And The Interconnectedness Of Employees1224 Words   |  5 Pagesits culture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learningRead MoreTo What Extent Did Cross-Cultural Differences Have An Impact On The Failure Of Daimler Benz And Chrysler1351 Words   |  6 Pages To what extent did cross-cultural differences have an impact on the failure of merger ‘Daimler-Benz and Chrysler Corporation’? Kamilia Broderick H00287852 Executive Summary This case study explores the failure of the merger of two renowned car companies, ‘Daimler Benz’ and ‘Chrysler’ - and how the integration of the two contrasting organisational cultures resulted in a cross-cultural mismatch. Due to the lack of cultural understanding from both sides, the notion of potentialRead MoreFiat Chrysler : Company Analysis2932 Words   |  12 PagesFiat-Chrysler Assignment 2 ABOUT FIAT-CHRYSLER Fiat and Chrysler automobiles (FCA) are the largest multinational automaker companies. Fiat is an Italian automaker and Chrysler is a US based company and they both establish a global strategic alliance in the mid of 2009. Fiat Chrysler Automobiles was ranked as the 7th largest automaker in the world based on sales in 2013 (Forbes, 2014), competing against industry leaders such as Volkswagen and Toyota Motors, as identified at appendix A, currently rankedRead MoreDaimler Benz And Chrysler Case Study1331 Words   |  6 PagesExecutive Summary This case study explores the failure of the merger of two renowned car companies, ‘Daimler Benz’ and ‘Chrysler’ - and how the integration of the two contrasting organisational cultures resulted in a cross-cultural mismatch. Due to the lack of cultural understanding from both sides, the notion of potential synergies as a result of the combination went unrealised. The study/research of cross-cultural management in organisations plays an important role in fathoming why this mergerRead MoreCommunication Is The Most Fundamental Element. Cross Cultural Communication2554 Words   |  11 Pagescommunication and has to compare how people communicate across cultures (Browaeys and Price, 2008). Furthermore, according to Huang (2010, p. 196), if distorted, cross-cultural communication may weaken a company s position in the market, prevent it from accomplishing its objectives, and ultimately lead to failure of negotiation. To illustrate the importance of intercultural c ommunication in business environments, the example of Daimler-Benz and Chrysler Corporation in 1990 is shown which was named as a mergersRead MoreGung Ho, And Other Cases2005 Words   |  9 Pagesinvolved. The movie Gung Ho is a typical story of this situation. This essay will introduce the movie Gung Ho, and other cases to discuss cultural conflicts in modern business world, and analyze those cultural conflicts. Case 1 Lenovo-IBM: Bridging Culture, Languages, and Time Zones Chinese Technology Company Lenovo acquired IBM’s ThinkPad line of PCs in 2005, agreed to buy IBM’s low-end serve business for $2.3 billion. According to Gunter K. Stahl and Andras Lengyel, â€Å" The IBM-Lenovo merger induced

Strengths Based Social Work Assessment Transforming The...

READING RESPONSE Strengths-Based Social Work Assessment: Transforming the Dominant Paradigm Name Institution Strengths-Based Social Work Assessment: Transforming the Dominant Paradigm Today, the modern medical model worldview bases its functions on the concept of deficit-based and disease process as a means of understanding human behavior, as advanced by the DSM and psychopathology. However, the medical society fails to recognize the impact of this worldview on an individual’s view about all human behavior, and human inability to designate behavior in various contexts. According to the article, Graybeal (2001) argues that this approach is commonplace in social services, where people’s perception about behavior influences how services are provided, which in turn limits access to services. The worldview also considerably affects the perceptions of customers and practitioners in the world (Graybeal, 2001). Graybeal (2001) states that the tension between conflicting paradigms is often dismissed as insignificant and avoided because of threatening and disturbing consequences associated with attempts to address it. There is a contrast that persists between the need for social work knowledge to align with the bio-psycho-socio-spiritual environment and the depressing stories of other individuals living in adversity due to lack of services, owing to conflicting paradigms (Graybeal, 2001). Practitioners and customers remain powerless becauseShow MoreRelatedMy Experience At Temple University1878 Words   |  8 Pagesthat has afforded me the opportunities to cultivate many strong beliefs and ideologies in my personal, academic, and social life. Through deeper reflection, I have come to realize that these experiences combined with my volunteer work and education have also helped to shape my own personal philosophy which will better prepare me to advocate for vulnerable populations as a future s ocial worker. Throughout my undergraduate experience at Temple University, I have been afforded the opportunity to learnRead MoreEvidence Based Social Work Practice in Mental Health3768 Words   |  16 PagesSocial Work practitioners every day interact with individuals who are challenged by personal, societal, environmental barriers to life, and in amidst this face inequities and injustice as part of life (Aotearoa New Zealand Association of Social Workers, 2011). It is the role of the social worker to use their therapeutic and facilitation skills to assess the clients risk and then work with the appropriate interventions in order to help promote social change for the individual and their family. WithinRead MoreFamily Tree19118 Words   |  77 Pagesdraws comparisons, and indicates strengths and weaknesses. It also analyzes the main understandings of development communication that express the outlook of the main â€Å"trunks† and â€Å"branches† of the family tree. DEVELOPMENT COMMUNICATION Development communication has its origins in post-war international aid programs to countries in Latin America, Asia and Africa that were struggling with poverty, illiteracy, poor health and a lack of economic, political and social infrastructures. Development communicationRead MoreTransformative Learning Theory— an Overview5690 Words   |  23 Pagesimplications and insights gained from discussing the various unresolved issues about transformative learning theory. This overview is followed by two alternative perspectives of transformative learning: Boyd’(transformative education) and Freire’(social transfors s mation) that contribute to our understandi ng of transformative pedagogy. Mezirow: A Rational Transformation Transformative learning offers a theory of learning that is uniquely adult, abstract, idealized, and grounded in the natureRead MoreEssay about Phd Comprehensive Exam. in Leadership15004 Words   |  61 Pagesquantitative research methods. Evaluate the effectiveness of each as a valid method of research on models of military leadership. Introduction The sociological effects discussed by Kuhn (1996) as to the institutionalization of knowledge paradigms, may account for the fact there is a great deal of concurrence as to the nature of both qualitative and quantitative research methods. There seems to be almost universal agreement as to the epistemological and theoretical roots of each methodologyRead MoreHuman Resource Management - Recruitment and Selection Process7389 Words   |  30 PagesORGANIZATIONAL STRUCTURE 6 3 PART 2 (b): HUMAN RESOURCE MANAGEMENT POLICIES [RECRUITMENT amp; SELECTION] 8 3.1 RECRUITMENT PROCESSES 8 3.1.1 Human Resource Planning Process. 8 3.1.2 Identifying the Vacancy. 9 3.1.3 Need Assessment and Approval. 9 3.1.4 Job Analysis. 9 3.1.5 Advertising the Vacancy. 9 3.2 SELECTION PROCESSES 10 3.2.1 Shortlisting 10 3.2.2 Preliminary Interview amp; Application Blank 10 3.2.3 Second Interview 10 3.2.4 Selection Test 11 3.2Read MoreTransforming Total Sales into Net Profits51271 Words   |  206 PagesRead the Reviews â€Å"Viable Vision: Transforming Total Sales into Net Profits is a book for anyone responsible for increasing the profitability of their business. Gerry Kendall combines the theory with real life examples of its power to transform complex problems into clear, common sense executables that will increase the profitability of your business. If you think the complexities restrict the future success of your business, then you’re about to be enlightened.† —Patrick J. Bennett, Executive ViceRead MoreEssay on Roles of Hrd in Organisation6499 Words   |  26 Pageshistory. (Vilmante Kumpikaite, Algimantas Sakalas, 2008). According to McClean (2001), Bates (2003), Marquardt and Berger (2003), the HRD must include not only economic development and workplace learning, but it must also be committed to the political, social, environmental, cultural, and spiritual development of people around the world. A single definition for HRD has been suggested by Watkins (1991), which f ocuses on learning, whilst Swanson (1995) focuses on performance. Up to now, HRD is such a complexRead MoreThe Impact Of Customer Relationship Management On Customer Retention9371 Words   |  38 PagesBusiness Administration Submitted by Usman Hassan Rahmani BBA- 7145 SUPERIOR UNIVERSITY LAHORE â€Æ' DECLARATION OF ORIGINALITY I hereby declare that this project is entirely my own work and that any additional sources of information have been duly cited. I hereby declare that any Internet sources published or unpublished works from which I have quoted or draw references fully in the text and in the content list. I understand that failure to do this will result in failure of this project due to plagiarismRead MoreManagement Challenges for the 21st Century.Pdf60639 Words   |  243 PagesiiManagement Challenges for the 21st Century PETER F. DRUCKER Contents Introduction: Tomorrow’s â€Å"Hot† Issues 1 Management’s New Paradigms 2 Strategy—The New Certainties 3 The Change Leader 4 Information Challenges 5 Knowledge-Worker Productivity 6 Managing Oneself Acknowledgments About the Author Books By Peter F. Drucker Credits Front Cover Copyright About the Publisher iii Introduction: Tomorrow’s â€Å"Hot† Issues Where, readers may ask, is the discussion of COMPETITIVE STRATEGY

Tata’s Takeover of Jaguar and Land Rover Bumpy Road or Smooth Ride Free Essays

Tata’s Takeover of Jaguar and Land Rover: Bumpy Road or Smooth Ride? In June 2008, India-based Tata Motors Ltd. announced that it had completed the acquisition of the two iconic British brands – Jaguar and Land Rover (JLR) from the US-based Ford Motors for US$ 2. 3 billion. We will write a custom essay sample on Tata’s Takeover of Jaguar and Land Rover: Bumpy Road or Smooth Ride? or any similar topic only for you Order Now Tata Motors stood to gain on several fronts from the deal. One, the acquisition would help the company acquire a global footprint and enter the high-end premier segment of the global automobile market. After the acquisition, Tata Motors would own the world’s cheapest car – the US$ 2,500 Nano, and luxury marquees like the Jaguar and Land Rover. Though there was initial scepticism over an Indian company owning the luxury brands, ownership was not considered a major issue at all. The takeover has been greeted with jubilation, especially in India, because of the prestige of these marquee brands. On the other hand, sceptics have also been wondering how this acquisition fits in with the Tata Group’s overall strategy. What can the Tata’s do differently than Ford to ensure that the acquisition pays off? What major challenges will Tata Motors face in integration and marketing? I personally find it a very fascinating deal. It’s clearly not a deal that is trying to build economies of scale in just one business and just reach into new markets. It’s quite a differently motivated deal. For Tata it’s not the first time that they’ve reached for a brand with some prestige value as part of expanding their global visibility. So I think viewed as an acquisition that they intend to learn a great deal from, it could very well make sense. How to cite Tata’s Takeover of Jaguar and Land Rover: Bumpy Road or Smooth Ride?, Essay examples

The Learning Organization as Change Tool-Free-Samples for Students

Question: Your task is to choose two, and critically evaluate their usefulness to effect change for both a Manufacturing Company and a Service Company. Answer: Introduction The essay highlights on the critical evaluation of two different change tools for their effectiveness in a manufacturing and a service Company. The manufacturing and the service company that is chosen for this study are Apple and Centre Bank that is headquartered in USA. The two change tools that are selected for evaluation are TQM (Total Quality Management) and the learning organization. Organizational change refers to the procedure in which the firm changes its strategies, technologies, structure and operational method to impact change within the company and effects of changes on the company (Anderson 2012). The organizational change might occur for distinct time period. This change in the organization has huge significance as it helps in building competition and enhances their growth. In addition, organizational change also permits the employees to investigate new opportunities, learn to develop skills and exercise creativity in varied ways that benefits the companies through inc reased commitment and new ideas. TQM change tools facilitate the companies to recognize, analyze and examine both qualitative as well as quantitative data in relation to business. The learning organization as change tools helps learning of the workers so that the companies can transform itself (Anderson 2016). It mainly develops owing to pressures facing the present organizations as well as enables them for remaining competitive in business environment. The scope of this essay is to elucidate on the significance of change tools on the organization. Discussion TQM as change tool and its working TQM refers to the management philosophy that seeks to amalgamate all the functions of organization including- marketing, design, customers service, finance and total production etc to concentrate on meeting the requirements of customers and the organizational objectives. It is basically concerned with improvement in work that ranges from high strategic planning level and decision making to the execution of job elements. The organizations implement TQM for managing quality, quality control, quality assurance and quality improvement. The primary step in the implementation of TQM is to examine the present reality of the organization. They use TQM as strategy for instituting it at the business level for having the desired effect. This change tool works for improving the quality of goods and service and processes of operation (Shani, Pasmore and Woodman 2012). In the TQM effort, the staffs of the companies also participate to improve the culture in workplace. TQM works in the companies ba sed on some principles that includes- total involvement of employee Process centered- The fundamental part of TQM basically focuses on the process thinking. In this process, the inputs are taken from suppliers and then transforms it into output , which are delivered to customers. Communication- This involves strategies and method used for motivating the employees at every level. These elements are vital for TQM that several companies define them as core principles at which they operates (Goetsch, David L and Stanley 2014). Integrated system- Although the companies consist of numerous functional specialists organized into departments structured vertically, it is the horizontal procedure interlinking these functions that becomes the focus of TQM. Strategic approach- The approach usually includes formulation of the strategic plan, which amalgamates quality as basic component. The learning organization as change tool and its working The learning organization as change tools has been commonly hailed as panacea for the success of company in the dynamic economy. This tool aims to bring about innovative methods, new ideas and debate issues. The implementation of this tool helps to enhance the change pace within the company. It also helps them to improve the organizations image by helping them to become more customer oriented (Santos-Vijande et al. 2012). The learning organization is mainly characterized by involvement of total workers in the process of collectively accountable variation that is directed towards shared principles. This change tool foster environment in which the individuals create the outcome that they desires. The main characteristics of the learning organization upon which it works includes- companys structure, Culture- The learning organizational change tool works on strong culture, which promotes openness and creativity among the members. HR (human resource) practice- This change tool works according to HR practice that focuses on the provision of individual learning. This also facilitates in motivating the employees within the organization and improves their performance. Leadership- The learning organization tool mainly depends on effectual leadership. The leaders of the company models openness, communicate vision of this change tool and provide empathy that is required to lead other individuals towards it. Information system-The learning organization tool needs the information system for controlling the business operations and improves practices. Similarity and difference between Apple and Centre Bank The Centre Bank is locally owned community bank that is headquartered in USA. The service provided by this bank includes- relationship banking, decision- making locally, involvement of community and local ownership. The main features of this bank are providing exceptional service and products to the customers with reasonable fees. Being the community bank, they are mainly obsessed with consumer service, having best workers and taking care of their staffs. This bank has developed over the last few decades through successful implementation of TQM principles in the banking industry. Apple Inc is the biggest American multinational software and electronics organization headquartered in California. This organization has become the leader in technology sector by producing price worthy goods that possess huge value in account of technological design. The hardware products produced by this company includes iPhone smartphone, iPad tablet, watches, TV, iPod etc. In addition, this company also p roduces software products such as- macOS, iOS operating systems, Web browser etc. The products manufactured by this company are sold globally through their online stores, resellers and wholesalers. In the recent decades, this entity focuses on the expanding their business through utilization of advanced concepts of design and reengineering of products. The similarity between these two companies is to provide total quality service to their customers. These companies analyze their customers requirement in order to provide better service and manufacture product based on this. On the contrary, the difference between these two organizations is the implementation of change management tool within the business. This means that the strategy formulation by these two organizations differs from each other (Cummings, Thomas and Christopher 2014). Application of TQM on the Apple Inc This company applies integrated team work for improving their objectives including quality, timeliness and cost. They ensures steadiness in product delivery in line with specification of design, quality of product, launch process etc. TQM is based not only on features of product but also on consumer satisfaction and service level provided by them. It also involves both the external as well as internal staffs to supply chain for meeting their consumer needs at lowest cost. This organization adopts TQM with the support as well as commitment from their management by upholding consumer centric focus on their products, processes and services (Oakland 2014). The management of Apple ensures that their decisions in business comply with laws and regulations. Even their adaptive design also works for their competitive environment that demands flexibility to deal with changing circumstances (Kim et al. 2012). Moreover, this entity does their business in safe working situations, treats their wor kers with respect and also utilizes environmentally responsible production process. They also encourage internal teamwork within the organization for achieving TQM as well as competitive advantage against their rivals. In fact, they also formulate strategies in different section by focusing on their customers requirements. One shortcoming that occurs for application of TQM in Apple is that at times there occurs miscommunication gap between the managers and team, which in turn creates fear among employees. However, this lowers morale of the employees and total productivity in business. Application of TQM on the Centre Bank of USA The Centre Bank provides quality service through three ways that includes- Providing high level training to their employees Analyzing the requirements of customers Developing measurement systems for attaining regular feedback One of the strategies applied by this company is provide training to the employees so that they can deliver quality service. They provide non- traditional training to their employees in which the branch managers mentor their employees. The managers coach their consumer service representatives as well as tellers after being coached by the supervisors. Their coaching program also involves videotaping participants during their role play. During these sessions, these employees learn about process of interaction with their customers for determining their financial requirements. In fact, during this interaction they pay special attention to the voice tone, attitude and facial expression of their customers (Bon, Abdul Talib and Esam 2013). The management of this bank also analyzes the requirement of customers through this process in order to deliver high quality service to them. This bank also adopts effective methods of gathering customers feedback in order to improve their service. This i n turn helps to satisfy their customers and attain good reputation. As quality service arises from leadership, this bank strategizes to introduce leaders to help their employees make spot decisions regarding customers interest (Carter et al. 2012). One shortcoming of TQM application in this bank that occurs is production disruption. As the bank provides training to some of their employees, it reduces productivity and puts workload pressures on other employees. In addition, this also reduces the total output of other employees working in this bank. Application of learning organizational tool on Apple The learning organization mainly requires knowledge management for supporting distribution of knowledge and learning. As this learning organization occurs at higher level, it involves higher knowledge management (Rasula et al. 2012). Every organization requires both knowledge management and the learning organization in order to succeed in competitive marketplace. The linkage between this change tool and knowledge management help in creating new ideas for adapting to changes in organization. Apple encourages their employees to create new ideas and let them learn from their experience in order to be successful. Although they face several failures or mistakes in their product line, they continue to innovate new ideas in product. Moreover, they learn from this failure and improve it while manufacturing next product. This company also utilizes best practice in this change tool in order to understand which strategy is success and failure. This in turn helps them to have new idea for creati ng the product. The shortcoming that arises in this case is that few products of Apple did not achieve success in the market due to implementation of new ideas in products. Application of learning organization on the Centre Bank This bank in USA applies team learning in which this change tool and global functions in business is integrated under same roof. Through this change tool the bank make the decision relative to customer service and this bank. Moreover, the managers of this bank have the responsibility to implement this change tool within all divisions (Jacobs et al. 2013). The individuals within the bank have given the permission to share their vision with other staffs for creating the commitment sense to long term. In addition, this bank involves the staffs at all levels who have the capability of personal mastery for implementing this change tool. This learning organizational change tool aids personal mastery through creation of environment favorable to individual pursuits. However, this tool helped this bank to gain competitive advantage against their rivals. Conclusion The conclusion that can be drawn from the above study is that implementation of change tool impacts both positively and negatively to the organization. There are some of the vital factors that influences success or failure of the companies, which includes- lack of proper plan, poor management during the change procedure, mismatch between the entitys context and change plan. Most of the organization around the globe learns lessons from their failure and manufactures product with higher quality as well as provides better services to their customers. Moreover, effective implementation of TQM and the learning organization change tool helps both the manufacturing and service companies to enhance their productivity and maximize profitability level. This change tool also aids the companies to improve their financial performance and attain good reputation in the competitive market. References Anderson, Donald L.Organization development: The process of leading organizational change. Sage Publications, 2016. Anderson, Donald L. 2012.Cases And Exercises In Organization Development Change. Los Angeles: Sage. Argote, Linda.Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media, 2012. Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths.Organizational change for corporate sustainability. Routledge, 2014. Bon, Abdul Talib, and Esam MA Mustafa. "Impact of total quality management on innovation in service organizations: Literature review and new conceptual framework."Procedia Engineering53 (2013): 516-529. Burke, W. Warner.Organization change: Theory and practice. Sage Publications, 2017. Burke, W. Warner, and Debra A. Noumair.Organization development: A process of learning and changing. FT Press, 2015. Carter, Louis, Dave Ulrich, and Marshall Goldsmith, eds.Best practices in leadership development and organization change: How the best companies ensure meaningful change and sustainable leadership. Vol. 18. John Wiley Sons, 2012. Cummings, Thomas G., and Christopher G. Worley.Organization development and change. Cengage learning, 2014. Fugate, Mel, Gregory E. Prussia, and Angelo J. Kinicki. "Managing employee withdrawal during organizational change: The role of threat appraisal."Journal of Management38, no. 3 (2012): 890-914. Goetsch, David L., and Stanley B. Davis.Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 2014. Jacobs, Gabriele, Arjen van Witteloostuijn, and Jochen Christe-Zeyse. "A theoretical framework of organizational change."Journal of Organizational Change Management26, no. 5 (2013): 772-792. Kim, Dong-Young, Vinod Kumar, and Uma Kumar. "Relationship between quality management practices and innovation."Journal of operations management30, no. 4 (2012): 295-315. Oakland, John S.Total quality management and operational excellence: text with cases. Routledge, 2014. Rasula, Jelena, Vesna Bosilj Vuksic, and Mojca Indihar Stemberger. "The impact of knowledge management on organisational performance."Economic and Business Review for Central and South-Eastern Europe14, no. 2 (2012): 147. Santos-Vijande, Mara Leticia, Jos ngel Lpez-Snchez, and Juan Antonio Trespalacios. "How organizational learning affects a firm's flexibility, competitive strategy, and performance."Journal of Business Research65, no. 8 (2012): 1079-1089. Shani, Abraham B. (Rami), William A Pasmore, and Richard W Woodman. 2012.Research In Organizational Change And Development. Bingley, U.K.: Emerald. Valmohammadi, Changiz, and Shervin Roshanzamir. "The guidelines of improvement: Relations among organizational culture, TQM and performance."International Journal of Production Economics164 (2015): 167-178.