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discuss issues in relation to managing culture within organisations…

- - - - Employees who are receptive to a level of risk-taking, innovation and change that is appropriate
      - Managers who are committed to enduring business principles rather than to specific operating practices;
  - - - A culture of loyalty, trust and respect will certainly enable a previously inflexible workforce to adapt and change more readily. It will be much more difficult to make significant strategic changes when there is an entrenched culture that is resistant to change.
        
        An organisation’s strategic capability is embedded in its culture. That is, an organisation’s robust and inimitable strategic capabilities are driven by shared values and ways of operating that have become routine and therefore part of an organisation’s culture. This will affect its ability to develop new ways of thinking and doing things.
        
        As a result, the established culture becomes a source of resistance that only allows gradual change and leads to strategic drift or inertia.
  - - - Additional steps for aligning culture with strategy include role modelling and coaching
        
        Selecting people for key positions is another important step in the management of culture. Implementers of strategy must determine the kind of core management team they need to execute the strategy successfully and then find the right people to fill each role.
        
        Cultural change can be accelerated if managers recruit and select new members according to the criteria that fit the organisation’s strategic direction and new culture.
        
        Fostering a strategy-supportive culture requires the encouragement of a culture of innovation and performance that employees can thrive in. A high-performance culture can make champions out of people who excel.