2. What are the forces for cultural change at First Union?

An organization is often portraits by its own ‘personality’ which is described as a culture. A culture of
an organization depicts on the important of beliefs, brand, and desires, and it covers a wide range of
different elements and aspects in the culture of a company. The culture can consist within the working
environment, ethics, long-term mission and goals of the organization. In addition, the organization’s
culture will be reflected not only in the organization’s customers, products and services but also affect
to the employees itself.

In addition, organizational culture also involves an organization’s expectations, experiences,

philosophy, as well as the values that regulate the behaviour of the employees, and is conveyed in the
employee’s self-image, motivations, connections with the outside world, and future expectations of
the organization. Culture also includes the organization’s vision, beliefs, criteria, structures, symbols,
language, theories, and habits. Culture is undoubtedly is an important part in creating an
organizational environment that empowers learning and ingenious response to any challenges,
threats, or new opportunities in the upcoming future. Hence, organizational culture is considered
highly important in contributing to the success of the organization as the right culture in an
organization can lead to a high performance of an organization.

Relating to this case, there is an unfair treatment about the gender inequality which is hindering Meg
from being involved with the company event which is the golf tournament. Nevertheless, she is trying
to adapt to the culture and contribute in having a good work performance, as well as taking golf
lessons by herself in order to prepare herself in the possibility as being chosen in the future golf
tournament.

In addition, the company may clarify to employees in what the company provides and its expectations
for the right employees work of conduct. This is fundamental to avoid any discrimination regarding to
the employees’ rights and this is shown in the case which Meg is the first female Vice President being
discriminated due that there have never been any women employees have been in a position as a Vice
President of the company before her current assigned position.

It is also crucial for the top management in the company to support and reinforce the structures of
the organizations through the employee’s actions, including rewards for compliance and discipline for
violations and senior leadership must also enforce integrity and ethics including diversity in the
workplace. Hence, the company should consult with the external auditor and internal legal counsel
can provide in laying the groundwork for an updated diversity plan and a better code of ethics of the
company.

Another force of cultural change that can be related to First Union is to develop preparation programs
to recognize the “unconscious bias” which can influence the right decision in hiring, performance
appraisal, and promotion. While most organizations have implemented procedures to counteract
unconscious bias and minimize its effect on recruitment decisions, however the disputes associated
with it continue to prevail in First Union.