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Positively impacting society on a global scale through culture awareness, education and action. Rarely do we have a chance to pull back the covers and see a culture with some serious dysfunction from an organization that still accomplishes amazing work on a global scale in spite of it all.
Most of the discussion was about process and people which are only the surface of this issue and the GM culture There is no doubt in my mind GM possesses all the processes you could ever imagine to prevent this type of issue. I personally experienced the relentless power of GM to drive quality when I was a VP of Quality at a major supplier of safety-critical products and GM was our largest customer.
Mary Barra came across as highly competent and, to a great extent, culturally astute in her very limited discussion about culture during the testimony.
She made the following statements: This vision unites us as a team each and every day and is the hallmark of our customer-driven culture.
The Code of Conduct included some good content but it ended with a typical corporate warning about disciplinary action, termination of employment, etc. We cannot cut corners in the pursuit of growth and profit.
To do so would sully our reputation and undermine everything we are trying to accomplish as a team. She talked about the focus on culture change coming out of the bankruptcy, reducing policies, slashing bureaucracy and said: It obviously was not the first time the subject of culture change has been publicized at GM.
A thorough article highlighted some specific points that are quite relevant to the latest culture crisis. It also led me to conclude that Mary Barra likely has a very clear understanding of what it will take to transform the GM culture.
Experience makes a tremendous difference with culture change efforts because we learn from success and failure. He is one of the absolute top thought leaders in this space.
She knows what they implemented from his advice and what they did not. She also knows the results and likely how to change things this time around. This specific safety issue should be used as a cornerstone for improvement on many different fronts.
Mary Barra must focus the effort on a few very specific behaviors if there will ever be the chance of building momentum. She will need to teach her organization in regular communication activities about the strategies, goals, and measures that support safety and the related behavior that must exist.
She will need to reach deep in her organization to confirm there is meaningful behavior change. Feedback and prioritization should be used to refine improvement plans so employees feel a part of the effort.
There should be specific approaches with long service employees to confirm meaningful change is taking place and new employees to confirm there is total clarity around expected behaviors and reinforcement from day one.
Reward and recognition systems should be refined to specifically emphasize the behaviors GM must shift or build. It will be important to encourage practicing the new behaviors and connecting that practice to formal and informal reward and recognition systems.
Feedback from others should be used to confirm the new behaviors are being exhibited at all levels. All employees should be involved in coaching training in some form so they know how to interact with each other effectively to support the behavior and results they need.
Leadership development and succession development programs should be overhauled to focus on expected behaviors and degree feedback to confirm expected behaviors are being exhibited.ONGOING FUNDING OPPORTUNITIES. Abbott Laboratories Fund.
The Abbott Laboratories Fund (The Fund) is an Illinois not-for-profit, philanthropic corporation established in by Abbott Laboratories.
Christian Bloomfield Partner FutureYou. With a global career of 22 years spanning the UK, Australia, China and Hong Kong, Christian’s professional success is seated in his deep curiosity for people, cultures and business.
Discussion case “Alcoa’s Core Values in Practice” exemplifies Aluminum Company of America’s implementation of a strong values-based ethical climate by insisting decisions of employees and what they do be aligned with company values. Analysis of Alcoa’s core values relative to Victor and. The following thorough post is a combination of two prior guest posts to Switch & Shift plus additional updates after Mary Barra's second appearance before a House subcommittee.. The Background. The GM ignition switch recall tragedy led to at least 13 deaths and . Chapter 5 Case: Alcoa's Core Values in Practice Summary of Case The case was about a company called Alcoa. The company sets a very high and prestigious standard for ethical behavior.
The following thorough post is a combination of two prior guest posts to Switch & Shift plus additional updates after Mary Barra's second appearance before a House subcommittee.. The Background. The GM ignition switch recall tragedy led to at least 13 deaths and .
Discussion case “Alcoa’s Core Values in Practice” exemplifies Aluminum Company of America’s implementation of a strong values-based ethical climate by insisting decisions of employees and what they do be aligned with company values.
Analysis of Alcoa’s core values relative to Victor and. Ensuring Data Integrity Through ALCOA. The acronym ALCOA has been around since the ’s, is used by regulated industries as a framework for ensuring data integrity, and is key to Good Documentation Practice (GDP).
Yes, we are still talking about the very old issue of Good Manufacturing Practice Pens or GMP pens and the most suitable colour of ink for pharmaceutical manufacturing pens and other issues.
The various codes simply refer to “indelible ink”, as snipped from PIC/S Version 13 .