Among the managers of some companies, it is still a bad practice, when it comes to replacing others, to completely get rid of all the things that their predecessor did, especially if hi was in the highest position. This could be beneficial, only if the previous management would have been 100% disastrous, and let's face it, no manager can be so wrong as to run a totally bad company. When it arrives with these tabula rasa approaches, what usually happens is that some things are corrected, but a great part of others is discontinued, giving the impression that with these changes the organization does not advance, but regresses. One of the aspects that is most affected by this type of actions is the Organizational Culture, which is an important intangible asset of the company, whose minimal variation can have consequences and problems difficult to solve in an organization. We do not mean by this that the organizational culture must always remain immutable, there are cases in w...
A few years ago, I had the chance of being hired as Communications Director (Corporate Image Director was the position’s real name) in a private university, and I accepted, considering it a interesting challenge in my professional career. The first problem that I’ve found was the name of the position, it should be Communications Director instead of Corporate Image Director. I told my employers that they must change the name immediately because the image is consequence of the communication work, not the work itself. I also told them that term was obsolete and only a few institutions still call their communications department that way. They answered that they would do that, but it would take time because they would have to change legal statutes. I felt satisfied with the answer and began to work. A couple of months later I started to realize that some funny things were happening to my job: I spent most of the time attending endless meetings, escorting authorities ...