Culture Vodafone Essays

Culture Vodafone Essays Culture Vodafone Essay Culture Vodafone Essay As the gap between senior management and staff worsened a need for change was recognized. Due to a rise in bureaucracy, a nine month project was introduced to increase efficiency and accountability. The aim of this was to: -Introduce simpler processes -Streamlined reporting procedures -Multi-skilled process-orientated teams introduced to replace functional teams (Recall mentality) The result was one of disappointment as the old-culture was still rife thin staff. Employees were not making the right decisions and there was being too much time taken to report issues that did not need to be reported. This old command and control culture had to be replaced with a coaching and collaboration approach. HRS and senior management began to work closer with each other to ensure that this new culture could be carried through and successfully implemented. Between them they introduced a six step plan to implement the hanged; Vision and values programmer The aim of this was to create staff focus groups, a cascade of workshops led by senior management and a move towards new attitude development. 360 Degree assessment The aim of this was to have the opinions of employees recognized and build awareness within staff of the issues affecting one another. From this it became apparent that employees felt that they were not being Included in many aspects of their work and also there was a lack of Information exchange.