Regulatory and ethical developments, linked to anti-discrimination law and the promotion of equality, are making it increasingly necessary to ensure that diversity and inclusion are respected and exemplified within an organisation. The same applies to talent management and employer branding.
Faced with increasingly frequent changes, managing the cultural aspect of a company (e.g. values, shared symbols, history, individual, collective and managerial behaviour) is essential for optimising long-term transformation strategies.
The proliferation of ‘fads’ and proposed managerial innovations is driving the way in which many companies are trying to adopt new approaches, which are often wholly unsuitable for their managers and teams.
