Prudential reinforces its business values

Article Abstract:

Prudential Insurance Co of America's group department developed and implemented a program that integrated efforts toward customer service quality improvement with a culture-change process. The program consisted of eight stages that begin with the drafting of a mission statement and the identification of factors essential to the achievement of the mission. This was followed by the conduction of focus groups and then of an executive work session. The next five stages involved educating the management staff; designing, executing and keeping track of action plans; communicating the goals of the culture-change process to all organizational members; incorporating culture-change with operational-improvement efforts; and assessing results. The program has achieved several benefits, including increased decision-making at the lower levels of the organization, improved teamwork and greater awareness among managers of the value of communication.

INSURANCE CARRIERS, Life insurance, Accident and health insurance, Insurance industry, Customer service, Prudential Insurance Company of America

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Culture and rewards: a balancing act

Article Abstract:

It has long been believed that companies in search of new ways of engaging employees have only two choices: they can change either the organizational culture or their reward system. Popular belief holds that culture and rewards cannot be restructured at the same time because too much change all at once will overcome the company. Such a belief is misguided. In truth, changing corporate culture without making appropriate changes to the reward system may convey conflicting messages to the workforce and may not help the organization sustain any gains it might make. In the same way, altering the reward system just to solve the organization's cultural problems may only be a waste a money. The third alternative, changing both the culture and the reward system, will serve organizations better.

Organizational change, Incentives (Business)

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Corporate culture vs. ethnic culture

Article Abstract:

The diversity of the work force is causing conflicts between employees' ethnic culture and corporate culture, but managers can take steps to manage diversity. Managers should conduct open discussions about employees' differences, become aware of diversity, adhere to equal employment opportunity policies, explain the corporation's unwritten rules about corporate culture, and encourage employees to talk to co-workers about corporate culture.

Ethnic relations, Culture conflict, Cultural conflict

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