Home Depot’s Organizational Culture Essay

In my opinion, Nardellis programs were failed in changing operation of theatre memory board to a more strong one. There are two reasons that Nardelli was not more victoryful. First, most employees did not unavoidableness to an kayoedsider to GE-ize their company and polish. Employees in photographic plate termination did not trust their peeled manager, which led absent support when Nardelli carried out the new process. The second reason was as closely the more important reason. Nardelli used the conception learned from industrial businesses to conduct the node businesses.Since Nardelli wanted to conduct kinfolk Depot in his own approach, he failed to actualise the importance of front-line staff, which leaded his fail in conducting the retailing business. The thing he should train done was improve the circulation of information betwixt the contrasting stores or within different level. Only in this way, he could understand the problem that groundwork Depot confron t at that timetoo man-sized to be net profitable. The worst thing he should not have done was to get rid of many old employees and replaced the near timers with part-time staff.This decline in the flavor of node service and customer rejoicing strongly hurt the customer oriented business. 2. Nardelli provided a third-part strategy including improving al-Qaida Depots profit, and expanding the business and market. gloat focused on the new(prenominal) three priorities which would revive employees sense of ownership, foster their crop knowledge, and boost their morale. The greatest difference was that Nardellis initiatives programs were arduous on increasing profit and expansion, while Tim Crows programs were concentrated on increasing employees.Nardellis motion decreased employees satisfaction and loyalty, which ruined Home Depots strong customer service shade. Tim Crows programs change magnitude employees loyalty and revived Home Depots organizational goal. 3. Strong c ulture reflects the values of the organizations founders. Home Depots founders Bernard Marcus and Arthur Black, as entrepreneurs, emphatic on commitment to customers, colleagues, and company. These conducted the original culture of Home Depot.Sometimes, the organizational culture could experience conflict when top management changed. When Nardelli toke everyplace Home Depot, clash of two different cultural approaches occurred. Organizational culture that is consisted of shared beliefs, values, and assumptions existed in the organization would lead the bearing of employees and the direction of organization. Home Depots original culture let employees to gift strong relationship with customers, but aft(prenominal) Nardellis conduction, this relationship as well as employees and loyalty were harmed.Since the culture would travel employees performance and organizations achievement, it should be built to fit the characteristics of the business and neutered with great care. Coord ination, conflict resolution, and financial success were the assets of maintaining culture. However Nardelli failed to achieve these goals. Tim Crow, on the other hand, focused on restoring the initial culture by implementing more employee award programs that would positively impact employee loyalty and performance.