Jim Carpenter Case Study

1023 Words3 Pages

Question #1: Describe the culture set by former CEO Jim Carpenter. Would you describe it as a constructive corporate culture, or non-constructive? Why?

Answer: The culture set by former CEO Jim Carpenter was to treat his employees like family. Carpenter knew his employees by name and took a general care on how they were. It wasn 't uncommon for him to make visits to his employees homes when they were sick. He felt it was important to do special things for his employees such as holiday parties. He believed in treating his employees right so they felt a sense of loyalty to the company they worked for. He wanted all his employees to feel like they were really a part of the company and not just an employee. He felt it important to include them in every aspect of the company and its decisions. I think Carpenter used a constructive corporate culture. Like the constructive corporate culture, Carpenter was concerned …show more content…

Although most employees were not happy about Lawrence 's changes, many employees probably welcomed the change. It should never be looked at as wrong to expect employees to earn their paychecks and treat a job like a job. While change is hard to adapt to, people always do. Lawrence could have slowly changed things to allow for employees to adjust to those changes. You can raise morale by letting the employees know that they are just as important to you as you are to them. Lawrence doesn 't need to be as close with employees as Carpenter was, but he can restore morale by letting them know that they are important to him. Turnover rates would also change If employees felt these changes. Employees of any company want to feel like they are a part of the company and that the company needs them there. When you have happy employees. Productivity and attitutes stay in the positive. Happy employees make for high morale and lower turnover

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