Future and Change Management Case Study: Leading Culture Change at Seagram

Title of the Case:

Leading Culture Change at Seagram

Problems:

1. What practices in the case would be helpful to apply in your organization?
2. How might you modify the practices in the case to better suit your organization?
3. What did you learn overall from the case?

Answer:

1. There are two helpful practices in the case that would be applicable in my organization, to wit:

                 a. Self-diagnosis

                 b. Sustained values program

2. The two aforementioned practices in the case were what is lacking in my organization.  The self-diagnosis has been suggested before by one of the employees in my organization but it was not given focused lest that it would create a bad image of the organization.  The challenge, however, is how to implement it without making it voluntary so the best first step is to write the concern to the central office and the reasons should be of positive light so that it would be readily accepted.  The case talked about the values program implemented at Seagram.  The idea is so good.  Our organization doesn’t have any values program at all to sustain which is so ironic because we teach values-based productivity programs.  The major step to adapt this practice is again to write this concern to Civil Service Commission since they are the body who managed the personnel development of the government employees and suggest this kind of program.

3. The important realizations I discovered from the case are the following:

           a. Continually improve the status quo because complacency is a word that only belongs to the dead; and

           b. Focusing and investing on good values program for the people in an organization is an answer to all company concerns that address consumer and customer focus, respect, integrity, teamwork, innovation and quality.