Doing a case study for a class the topic: a corporate culture change occurring in a business any ideas??

The class is organizational behavior and I need a topic that can be easily researced. I am not the business type so I am stumped this is not my forte. Thanks for the help!Doing a case study for a class the topic: a corporate culture change occurring in a business any ideas??
Yes - Here's your homework (shitstainz, the homework wizard)





';'; OVERSEAS TROUBLES AFFECT THE WORKPLACE ';





On July 9, 2004 a Senate panel assailed the CIA on Iraq, saying the prewar threat was overstated. The facts of interest in this article are not in the political aspects of this finding. The facts of interest are in the organizational and corporate culture dimensions that this particular report highlights, and the lessons you can take from this to apply to the corporate culture of your workplace.





'; CHANGES CAN AND WILL IMPROVE PROFITS';





How is an organization’s corporate culture? And how can you trust it is not broken? Here is a quick list of twelve signs that a company's corporate culture is broken, or about to be:





1. Most office doors are closed most of the times, hiding what’s said behind them.


2. Top leadership does not “walk the talk.” They talk about sacrifices while keeping their executive previlidges. They talk about teamwork while stories of their in-fighting are everywhere.


3. People are afraid to bring critical issues up to their superiors.


4. People are punished for the failure of experimental projects.


5. Departments act as fiefdoms, do not collaborate and do not share information.


6. Managers blame each other for organizational problems.


7. There are separate cafeterias, parking, rest rooms, and other facilities for executives only.


8. Secreteries tend to bring coffee to their bosses and never the other way around.


9. You hear about things more through the rumor mill than through the organization’s communication channels.


10. There is pressure to do what the bosses want without regard to questions of ethics or personal integrity.


11. You do not see people like yourself in positions of responsibility, especailly among top leadership.


12. Training and HR practices are totally focused on advancing the organization’s interests with little or no attention to developing people’s talents and careers.








Corporations are sending their CEO's, salesmen, managers, and foremen to seminars that are held to improve working conditions, This process can be a new segment in a training session on leadership, supervision, culture, company morale, etc.


';FORD MOTORS MAKES CHANGES AT HOME %26amp; ABROAD ';





Over the past years, staff at Ford have developed training materials for a new program staff that gets beyond anecdotes: They have cases for teaching program development skills; CD’s and videos of Ford grantmakers reflecting how they do their work: They started an annual two-week long training program for new program staff which is open to other foundations. They share teaching materials with others and are beginning to put them on their website under a tab “Tools for Grantmakers.” They believe foundations must develop a body of knowledge for practitioners and the public about good philanthropic practices, and are trying to do their part.