Stage 8: Culture Management

  • Julius Lassalle
  • Saskia-Maria Weh
  • Matthias T. Meifert
Part of the Management for Professionals book series (MANAGPROF)


Does engagement with a company’s own culture make it more successful as a business? The past few years have seen a slew of empirical studies that tried to answer this essential question (a summary of the state of research can be found in Sackmann, 2010). With each study having its own unique thrust and applying distinct constructs, they are hard to compare. One thing they have in common: the recognition that there is a correlation between a company’s culture and its ability to compete. A number of these studies have, for instance, revealed the link between various aspects of corporate culture (e.g. labour representation, change readiness, diversity) and a set of performance indicators, such as innovativeness, turnover, or market share.


Corporate Culture Line Manager Culture Management Organisational Front Line Organisation 
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Further Reading

  1. Ashkanasy, N. M., Wilderom, C. P. M., & Peterson, M. F. (2000). The handbook of organizational culture and climate. Thousand Oaks, CA: Sage.Google Scholar
  2. Ashkanasy, N. M., Wilderom, C. P. M., & Peterson, M. F. (2010). The handbook of organizational culture and climate (2nd ed.). Thousand Oaks, CA: Sage.Google Scholar
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  4. Cooke, R. A., & Szumal, J. L. (2000). Using the organizational culture inventory to understand the operating cultures of organizations. In N. M. Ashkanasy, C. Wilderom, M. Peterson, & B. Schneider (Eds.), The handbook of organizational culture and climate (pp. 147–162). Thousand Oaks, CA: Sage.Google Scholar
  5. Dievernich, F. (2007). Pfadabhängigkeit im Management. Stuttgart: Kohlhammer-Verlag.Google Scholar
  6. Hartnell, C. A., Yi Ou, A., & Kinicki, A. (2011). Organisational culture and organisational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of Applied Psychology, 96, 677–694.CrossRefGoogle Scholar
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Copyright information

© Springer-Verlag Berlin Heidelberg 2013

Authors and Affiliations

  • Julius Lassalle
    • 1
  • Saskia-Maria Weh
    • 2
  • Matthias T. Meifert
    • 3
  1. 1.Zalando GmbHBerlinGermany
  2. 2.Kienbaum Management Consultants GmbHDüsseldorfGermany
  3. 3.Partner & Gründe, HRpepper GmbH & Co. KGaABerlinGermany

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