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Digital Cultures - Age of the Intellect - Riverforest Connections Digital Cultures - Age of the Intellect - Riverforest Connections
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Digital Cultures – Age of the Intellect

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Digital Cultures – Age of the Intellect

4,550.00 3,870.00

HOW! Digital Cultures! We are often asked is there a method or a way to influence or build the desired culture. Is there something called a right or a wrong culture? Would organizations seek to alter its cultural path consciously and is it possible to do so? Our answer to that is a resounding YES. What “you got” is what “you get” and “what you have”. Right or Wrong – Good or bad! And this is not about whether organizations are actually right or bad. It is what people perceive it to be in those organizations. One is not declaring that there a standard formula, and if executed effectively, organizations would have a new or a desirable, favorable culture. NO, such a recipe does not exist. But with equal resolute can also state that if organizations were to understand, appreciate their As Is culture, with all of its facets, aspects, players, issues, challenges, goals in regard to their existing culture, it is indeed possible to influence such an As Is culture to a To Be desired state culture. It is possible to influence cultures where there is an honest attempt to understand the gaps in what the leadership believes is a gap between existing and desirable culture (In their opinion or based on opinions received from its people, customers – whatever may be the appropriate process they have followed to gather reliable data) with an aim to build a desired outcome (Could be Ethics, Resources, Compliance, Economic, Structural, Strategic, Processes, National – Global, Work Environments, Policy Perspectives, Rewards, Customer Relationships, Product Qualities, Nature of Business and there are many such variables to be covered in this outcome definition). These actions would or may mean and necessitate influencing strategy, structure, technology, leadership, rewards, people, values, purpose, policies, programs, rituals, attitudes, behaviors and To Be processes. It does not mean that such organizations can wish away its past, its history, stories, rituals or challenges, leadership practices or reputational image dimensions, but it can surely attempt to alter its course by responding and answering questions with a “YES, we will continue”, “NO, we will discontinue”, “May be, we will continue”, “May be we will continue along with doing the following additional things”, “Do More, Do Less”, and so on…. This book will cover many case studies, client experiences and research content where researchers, management consultants and organizational scientists have helped transform/ alter / modify / influence / change corporate cultures. Every large company that has attempted transformation or have transformed, successfully or otherwise have in a small or big way influenced its culture. At the substantive level, large scale change management programs are always about changing cultures. At some level in this book, we will close by saying, “It is all about Intellect, All about PeoPle, Stupid! APPS!” Pun intended!

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Product Description

Organizational Culture, the linking pin to leadership, business models, structure and people continues to be a core area for digital organizational research and learning. Institutions may hope or even pray, but seldom get time to adapt to a rapidly changing business landscape. This book is an exhaustive study into influence of cultures on leadership, case for digital intellect, and organizational design, structures and models. Based on an extensive corporate – consulting research with best practices examples from the best of companies in the world both in terms of size, scale and innovation, many chapters contain detailed research-based evidence on how do organizations such as Tesla, Google, Linked In, Workday, Oracle, Twitter, Citibank, Deloitte, KPMG, PwC, McKinsey, BCG, Apple, Lulu, Microsoft, BMO, Mindtree conduct their people management function while understanding and appreciating the depth of the influence of culture in their organization. It is a ready reckoner for concepts underlying business models, leadership development, alternate cultures, organizational theory and design built around corporate – consulting examples. The book is supported by case studies, tools tests, culture studies, climate surveys, Role analysis etc from RiverForest E Store – www.Riverforesestore.com

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