The culture of an organisation defines what it is, what it wants to be and the way it is going to succeed. Business Culture is developed naturally over the lifetime of the organisation. However, sometimes it needs to be adjusted to take account of acquisitions, new ways of working, new products or brands.

The culture of an organisation can be changed to take account of new elements. A changed culture will also improve the image of the organisation, its goals and its staff to stakeholders and the public. Improved culture can be achieved in a number of ways such as: introducing new products or operating methods, coaching new and existing staff, improving service provision, re-branding and improved communications.

A change of culture may also be needed when working in a joint venture, or following the acquisition of other organisations. Understanding the Business Culture of other organisations working methods can reduce problems between the partners, and provide methods of resolving them when they occur, thus helping to ensure success.

Migrators have significant experience in providing practical advice and information on Business Culture. This experience and knowledge can achieve a successful culture change within your organisation, please contact Migrators for details. Some examples of the work undertaken by Migrators include:

Migrators can provide these, and similar, services for your organisation. Migrators also provide a range of staff development courses in this area for your staff. Please contact Migrators for details.

Case Study

After a few meetings concerning a new international project, the participants from the different nations were wary of each other. There appeared to be fundamental differences in the way they worked and managed their parts of the project. One group preferred to start early, Another group had an authoritive management style. Whilst another group were too concerned with technical issues.

Migrators consultants undertook a series of discussions and surveys with managers and staff. These  identified the preferred work patterns for each of the different groups. These work and management styles were discussed by the other groups. All groups gained an understanding and appreciation of the way the other groups worked. Between them, the groups agreed common approaches working methods, management and communications. This resulted in improved relations, with fewer problems, and more ideas.