Fundamentals

Small businesses often feel like families, a tight-knit group working towards a common goal. This feeling, while comforting, can mask a critical business reality ● misalignment. Many SMBs operate with a silent disconnect, where individual efforts, though energetic, pull in different directions, diluting impact and hindering growth. Alignment, in this context, is not about everyone thinking the same way; it’s about ensuring everyone is rowing in the same direction, even if they use different strokes.

Understanding Alignment Simple Terms

Imagine a small bakery. The baker arrives early to prepare dough, the decorator meticulously crafts designs, and the salesperson charms customers. Each role is vital, yet if the baker decides to experiment with a new, untested recipe without informing the salesperson, or if the decorator starts focusing on elaborate, time-consuming designs when the bakery needs to fulfill large orders quickly, misalignment occurs.

This misalignment translates to wasted ingredients, missed sales, and frustrated customers. Alignment, simply put, means everyone understands the bakery’s core goals ● perhaps it’s to be known for consistently delicious, affordable daily bread ● and their individual actions support that shared aim.

The Overlooked Power of Shared Purpose

Many SMBs start with a founder’s vision, a driving force that initially aligns everyone. As the business grows, this initial spark can dim if not actively maintained. Employees might become focused on their tasks, losing sight of the bigger picture. Shared purpose is the fuel for alignment.

It’s the answer to the “why” behind the daily grind. For the bakery, the shared purpose might extend beyond just selling bread; perhaps it’s about being a community hub, a place where people gather and connect over fresh baked goods. When this purpose is clear and genuinely felt by everyone, decisions, from recipe development to customer service, naturally align.

Communication as the Alignment Backbone

Misunderstandings breed misalignment. In the fast-paced environment of an SMB, communication often takes a backseat to immediate tasks. However, open, honest, and regular communication is the backbone of alignment. It’s not about endless meetings; it’s about creating channels where information flows freely, where concerns can be voiced, and where everyone feels informed.

For our bakery, this could mean a quick daily huddle to discuss order volumes, ingredient levels, and any customer feedback. It means the baker feels comfortable telling the salesperson about the new recipe idea and getting their input before it impacts sales. Communication ensures everyone is on the same page, preventing those directional mismatches that derail progress.

Trust The Unseen Alignment Catalyst

Trust is the invisible glue that strengthens alignment. When employees trust their leaders and each other, they are more likely to embrace shared goals and communicate openly. In a low-trust environment, individuals become guarded, information is hoarded, and alignment crumbles. Building trust in an SMB starts with transparency and consistency.

Leaders must walk the talk, demonstrating integrity in their actions and decisions. For the bakery, trust means the salesperson believes the baker is committed to quality and innovation, and the baker trusts the salesperson’s customer insights. This mutual trust creates a safe space for collaboration and ensures everyone is working towards alignment, not against each other or out of fear.

Alignment in small businesses is not about forced conformity, but about fostering a shared understanding and commitment to a common purpose, fueled by open communication and trust.

Practical Steps for SMB Alignment

Achieving alignment is not a theoretical exercise; it requires practical steps tailored to the SMB context. It’s about embedding alignment into the daily operations, making it a living, breathing part of the business culture. Here are some actionable starting points for SMBs:

1. Define Core Values Clearly ● What does the business truly stand for? These values should be more than just words on a wall; they should guide decision-making at all levels. For the bakery, values might include quality, community, and freshness.
2. Regular Team Briefings ● Short, focused meetings to share updates, discuss challenges, and reinforce shared goals. These briefings keep everyone informed and connected to the bigger picture.
3. Feedback Mechanisms ● Create avenues for employees to provide upward feedback. This ensures leadership is aware of on-the-ground realities and can address potential misalignments early.
4. Cross-Functional Projects ● Encourage collaboration between different departments or roles. This breaks down silos and fosters a shared understanding of different perspectives.

Avoiding Common Alignment Pitfalls

The path to alignment is not always smooth. SMBs often stumble into common pitfalls that can derail their efforts. Being aware of these potential traps is the first step in avoiding them.

• Micromanagement ● Excessive control stifles autonomy and trust, undermining alignment. Empower employees to take ownership and contribute their unique skills.
• Lack of Clarity ● Vague goals and expectations lead to confusion and misalignment. Ensure goals are specific, measurable, achievable, relevant, and time-bound (SMART).
• Ignoring Culture ● Culture is the foundation of alignment. Ignoring cultural issues or attempting to impose alignment without addressing underlying cultural dynamics is a recipe for failure.
• One-Way Communication ● Communication must be a two-way street. Dictating from the top without listening to employee feedback creates resentment and disengagement.

The Tangible Benefits of Alignment

Alignment is not just a nice-to-have; it’s a business imperative. The benefits of a well-aligned SMB are tangible and directly impact the bottom line. These benefits extend across various aspects of the business, creating a positive ripple effect.

Alignment A Continuous Journey

Alignment is not a destination to be reached, but a continuous journey of adaptation and refinement. As SMBs grow and evolve, their goals, strategies, and even their core values may shift. Maintaining alignment requires ongoing effort, regular check-ins, and a willingness to adapt to changing circumstances.

For the bakery, this might mean revisiting their shared purpose as they expand to new locations or introduce new product lines. The key is to keep the conversation about alignment alive, ensuring it remains a central focus as the business navigates its growth trajectory.

Intermediate

Beyond the foundational understanding of alignment, SMBs must grapple with the strategic intricacies of weaving cultural traits into the very fabric of their operations. While basic alignment focuses on shared goals and communication, intermediate alignment delves into the cultural DNA that either propels or impedes a unified business direction. It’s about recognizing that culture is not a static entity, but a dynamic force that can be shaped and leveraged to drive strategic objectives.

Culture As Strategic Asset Or Liability

Culture in an SMB is often an unspoken force, operating beneath the surface of daily interactions. It’s the collective mindset, the ingrained habits, and the shared assumptions that dictate how things get done. This culture can be either a potent strategic asset, amplifying efforts and accelerating progress, or a significant liability, creating friction and hindering alignment. Consider two competing coffee shops.

One, with a culture of open collaboration and customer-centricity, thrives on innovation and positive reviews. The other, plagued by internal silos and a blame-oriented culture, struggles with consistent service and employee turnover. The difference is not just strategy; it’s deeply rooted in their respective business cultures.

Identifying Key Cultural Traits For Alignment

Not all cultural traits are equally relevant to driving SMB alignment. Certain traits act as powerful catalysts, fostering cohesion and shared direction. Identifying and cultivating these key traits is crucial for SMBs seeking to move beyond basic operational alignment to a more strategic and culturally embedded approach. These traits are not abstract ideals; they are observable behaviors and values that can be actively nurtured within the organization.

• Adaptability ● In the rapidly changing SMB landscape, adaptability is paramount. A culture that embraces change, learns from failures, and readily adjusts to new market demands is inherently more aligned. Rigidity, on the other hand, breeds resistance and misalignment when faced with necessary shifts in strategy or operations.
• Transparency ● Openness in communication and decision-making fosters trust and shared understanding. A transparent culture reduces ambiguity, minimizes rumors, and ensures everyone has access to the information needed to align their actions with business goals. Secrecy and information hoarding, conversely, create suspicion and undermine alignment.
• Accountability ● A culture of accountability ensures that individuals take ownership of their responsibilities and are held accountable for their performance. This fosters a sense of shared responsibility for achieving business objectives and reduces the likelihood of misaligned efforts due to lack of ownership. Blame-shifting and lack of accountability, in contrast, diffuse responsibility and hinder alignment.
• Continuous Improvement ● A culture focused on learning and continuous improvement promotes a proactive approach to alignment. Regularly seeking feedback, analyzing performance, and implementing improvements ensures that alignment is not a one-time fix, but an ongoing process of refinement. Complacency and resistance to change, however, lead to stagnation and eventual misalignment.

Measuring Cultural Alignment Quantitatively Qualitatively

Assessing cultural alignment Meaning ● Cultural Alignment in SMBs is the strategic harmony between shared values and business goals, driving growth and adaptability. is not always straightforward. It requires a blend of quantitative and qualitative approaches to gain a comprehensive understanding of the existing cultural landscape and identify areas for improvement. Relying solely on anecdotal evidence or gut feelings is insufficient for making informed decisions about cultural change. SMBs need to adopt more structured methods to measure and monitor cultural alignment effectively.

Quantitative Measures can provide concrete data points to track cultural alignment over time. These might include:

• Employee Engagement Surveys ● Regular surveys can gauge employee perceptions of alignment, communication, trust, and other key cultural factors. Tracking survey results over time can reveal trends and highlight areas where cultural alignment is improving or deteriorating.
• Performance Metrics ● Analyzing key performance indicators (KPIs) can indirectly reflect cultural alignment. For example, consistently missed deadlines, high error rates, or low customer satisfaction scores might indicate underlying cultural misalignments impacting operational efficiency.
• Turnover Rates ● High employee turnover, particularly voluntary turnover, can be a symptom of cultural misalignment. Employees who feel disconnected from the company’s purpose or values are more likely to seek opportunities elsewhere.

Qualitative Measures delve deeper into the nuances of organizational culture Meaning ● Organizational culture is the shared personality of an SMB, shaping behavior and impacting success. and provide richer insights into the lived experiences of employees. These might include:

• Focus Groups ● Facilitated discussions with employees from different departments or levels can uncover shared values, beliefs, and assumptions, as well as identify areas of cultural dissonance or misalignment.
• Interviews ● One-on-one interviews with employees can provide more in-depth perspectives on cultural alignment and individual experiences within the organization. These interviews can uncover subtle cultural norms and unspoken rules that might not surface in group settings.
• Observation ● Observing daily interactions, communication patterns, and decision-making processes can provide valuable insights into the actual culture in action, as opposed to the espoused culture presented in mission statements or values documents.

Automation Technology As Alignment Enabler

Automation, often perceived as a purely operational efficiency Meaning ● Maximizing SMB output with minimal, ethical input for sustainable growth and future readiness. tool, plays a surprisingly significant role in driving cultural alignment within SMBs. When strategically implemented, automation can reduce friction, improve communication, and reinforce desired cultural traits. It’s not about replacing human interaction entirely, but about streamlining processes and freeing up human capital to focus on higher-value, alignment-focused activities.

Consider these examples of how automation can enable alignment:

• Automated Communication Platforms ● Project management software, internal communication tools, and CRM systems can centralize information flow, ensuring everyone has access to the same data and updates. This reduces communication silos and promotes transparency, a key cultural trait for alignment.
• Workflow Automation ● Automating repetitive tasks and standardized processes reduces errors, improves consistency, and frees up employees to focus on more strategic and creative work. This can enhance efficiency and accountability, reinforcing a culture of continuous improvement.
• Data Analytics Tools ● Automation enables data collection and analysis, providing objective insights into performance, customer behavior, and operational efficiency. This data-driven approach promotes transparency and accountability, allowing SMBs to identify areas for improvement and track progress towards alignment goals.

Strategic cultural alignment in SMBs moves beyond basic operational harmony to actively shaping organizational culture as a dynamic asset, leveraging traits like adaptability, transparency, and accountability, often enabled by thoughtful automation.

Implementation Strategies For Cultural Alignment

Implementing cultural change Meaning ● Cultural change, in the context of SMB growth, automation, and implementation, signifies the transformation of shared values, beliefs, attitudes, and behaviors within the business that supports new operational models and technological integrations. for alignment is not a quick fix; it’s a deliberate and ongoing process that requires a strategic approach. SMBs need to move beyond simply stating desired cultural values and actively embed these values into their daily operations, communication, and decision-making processes. This requires a multi-faceted approach that addresses both the visible and less visible aspects of organizational culture.

Leadership Modeling ● Cultural change starts at the top. Leaders must embody the desired cultural traits in their own behavior and interactions. If transparency is a desired cultural value, leaders must be transparent in their communication and decision-making. Inconsistency between espoused values and leadership behavior will undermine any cultural alignment efforts.

Communication Campaigns ● Cultural values and alignment goals need to be communicated clearly and consistently throughout the organization. This can involve internal newsletters, town hall meetings, training programs, and visual reminders of core values. The communication should be ongoing and reinforced through various channels.

Training and Development ● Training programs can be designed to reinforce desired cultural traits and behaviors. This might include training on communication skills, collaboration techniques, or customer service best practices. Development opportunities can also be aligned with cultural values, rewarding employees who embody desired traits.

Recognition and Rewards ● Recognizing and rewarding employees who demonstrate desired cultural behaviors reinforces these behaviors and signals their importance to the organization. This can involve formal recognition programs, informal praise, or tying rewards to cultural alignment goals.

Case Studies In SMB Cultural Alignment

Examining real-world examples of SMBs that have successfully cultivated cultural alignment provides valuable insights and practical lessons. These case studies illustrate how different cultural traits can drive alignment and contribute to business success in diverse industries.

Case Study 1 ● The Tech Startup with Radical Transparency

A small tech startup, facing intense competition, adopted a culture of radical transparency. All financial information, including salaries, was openly shared with employees. Decision-making processes were transparent, with employees encouraged to participate and provide input. This radical transparency Meaning ● Radical Transparency for SMBs: Openly sharing information to build trust, boost growth, and foster a culture of accountability and innovation. fostered a high level of trust and shared ownership.

Employees felt deeply aligned with the company’s mission and were highly motivated to contribute to its success. The startup experienced rapid growth and attracted top talent, largely attributed to its unique and highly aligned culture.

Case Study 2 ● The Family Restaurant with Customer-Centric Adaptability

A family-owned restaurant, facing changing customer preferences, cultivated a culture of customer-centric adaptability. Employees were empowered to make decisions on the spot to satisfy customer needs. Feedback was actively solicited and used to continuously improve the menu and service.

This adaptability, driven by a strong customer focus, allowed the restaurant to remain relevant and competitive in a dynamic market. The restaurant built a loyal customer base and thrived despite industry challenges.

Sustaining Cultural Alignment Long Term

Cultural alignment is not a one-time project with a definitive end date. It requires ongoing attention and effort to sustain over the long term, especially as SMBs grow and evolve. New employees join, market conditions change, and internal dynamics shift. Sustaining cultural alignment requires proactive measures to reinforce desired traits and address potential misalignments as they arise.

Regular Cultural Audits ● Periodic assessments of organizational culture, using both quantitative and qualitative methods, can identify areas where cultural alignment is strong and areas where it may be weakening. These audits provide valuable data for targeted interventions and adjustments to cultural alignment strategies.

Onboarding and Acculturation ● The onboarding process for new employees is a critical opportunity to reinforce cultural values and ensure new hires are quickly integrated into the aligned culture. Acculturation programs can help new employees understand the company’s culture, values, and expectations, fostering a sense of belonging and alignment from day one.

Leadership Development ● Investing in leadership development programs that focus on cultural leadership skills is essential for sustaining cultural alignment. Leaders at all levels need to be equipped to model desired cultural traits, communicate effectively, and reinforce alignment within their teams.

Open Feedback Loops ● Maintaining open channels for employee feedback, both upward and downward, ensures that potential misalignments are identified and addressed promptly. Regular feedback mechanisms, such as employee surveys, suggestion boxes, or open-door policies, create a culture of continuous dialogue and proactive problem-solving.

Advanced

The pursuit of SMB alignment Meaning ● SMB Alignment is the iterative harmonization of organizational elements to achieve synergistic coherence, optimize resources, enhance responsiveness, and foster sustainable competitive advantage. transcends mere operational efficiency or strategic coherence; it enters the realm of organizational identity Meaning ● Organizational Identity for SMBs is the essence of who your business is, shaping its culture, brand, and strategic direction for sustainable growth. and existential purpose. At this advanced level, cultural traits are not simply managed; they are deeply embedded, becoming the very essence of the business, influencing every decision, interaction, and innovation. Alignment, in this context, is less about directive control and more about emergent harmony, arising from a shared, deeply internalized cultural framework.

Cultural Archetypes And Alignment Resonance

SMB cultures, like individuals, often gravitate towards specific archetypal patterns. These archetypes, drawn from organizational psychology and cultural anthropology, represent fundamental models of organizational behavior and value systems. Understanding an SMB’s dominant cultural archetype provides a powerful lens through which to analyze its alignment dynamics and identify levers for deeper cultural resonance. These archetypes are not rigid categories, but rather conceptual frameworks that help illuminate the underlying cultural drivers of alignment or misalignment.

The Clan Culture ● Characterized by strong internal cohesion, loyalty, and tradition, the clan culture emphasizes teamwork, collaboration, and employee development. Alignment in a clan culture stems from shared values and a strong sense of belonging. Misalignment can arise if external pressures force changes that threaten the clan’s internal harmony or traditional ways of operating. SMBs with a clan culture often prioritize employee well-being and long-term relationships over short-term gains.

The Adhocracy Culture ● Driven by innovation, creativity, and adaptability, the adhocracy culture thrives on change and experimentation. Alignment in an adhocracy culture is achieved through a shared vision of innovation and a tolerance for ambiguity and risk. Misalignment can occur if the need for structure and operational efficiency is completely neglected in the pursuit of constant innovation. Tech startups and creative agencies often exhibit adhocracy cultural traits.

The Hierarchy Culture ● Focused on control, efficiency, and predictability, the hierarchy culture emphasizes clear roles, procedures, and authority structures. Alignment in a hierarchy culture is achieved through adherence to rules, processes, and top-down directives. Misalignment can emerge if the rigid structure stifles creativity, adaptability, or employee initiative. Traditional manufacturing companies or highly regulated industries may exhibit hierarchy cultural traits.

The Market Culture ● Results-oriented, competitive, and customer-focused, the market culture prioritizes achieving targets, market share, and profitability. Alignment in a market culture is driven by shared performance goals and a competitive drive to succeed. Misalignment can arise if the intense focus on results overshadows ethical considerations, employee well-being, or long-term sustainability. Sales-driven organizations or financial services firms may exhibit market cultural traits.

Cognitive Alignment And Shared Mental Models

Beyond shared values and communication, advanced SMB alignment delves into the realm of cognitive alignment ● the degree to which employees share similar mental models about the business, its environment, and its strategic direction. Shared mental models are deeply ingrained cognitive frameworks that shape how individuals perceive, interpret, and respond to information. When employees operate with largely congruent mental models, decision-making becomes faster, communication becomes more efficient, and alignment becomes almost intuitive. Conversely, divergent mental models can lead to misunderstandings, conflicting priorities, and significant misalignment, even with clear communication channels in place.

Developing shared mental models within an SMB is a complex process that requires more than just information dissemination. It involves:

• Experiential Learning ● Shared experiences, such as cross-functional projects, strategic workshops, or even social events, help employees develop a common understanding of the business and its challenges. These shared experiences create a foundation for congruent mental models.
• Narrative Construction ● Crafting and sharing compelling narratives about the company’s history, mission, and values helps to shape employees’ mental models and create a shared sense of identity and purpose. These narratives act as cultural anchors, reinforcing desired mental frameworks.
• Sensemaking Processes ● Creating structured processes for sensemaking, such as after-action reviews, scenario planning exercises, or strategic dialogues, allows employees to collectively interpret events, analyze information, and refine their mental models in a shared context. These processes promote cognitive convergence and alignment.

Neuro-Cultural Alignment The Brain Business Connection

Emerging research in neuro-organizational behavior suggests that cultural alignment may have a deeper, even neurological basis. Shared cultural experiences and values can literally shape neural pathways, creating a sense of “neural resonance” among team members. This neuro-cultural alignment can enhance collaboration, empathy, and collective intelligence, leading to a more deeply ingrained and resilient form of business alignment. While still an evolving field, the concept of neuro-cultural alignment offers a fascinating perspective on the profound impact of culture on organizational dynamics.

Key aspects of neuro-cultural alignment include:

• Mirror Neuron Systems ● These neural networks enable individuals to understand and internalize the emotions, intentions, and behaviors of others. In a culturally aligned SMB, mirror neuron systems may facilitate smoother communication, stronger empathy, and more effective teamwork.
• Reward and Motivation Pathways ● Cultural values and norms can influence the brain’s reward pathways, shaping what employees find intrinsically motivating and reinforcing culturally aligned behaviors. A culture that values collaboration and recognition, for example, can activate reward pathways associated with teamwork and social connection.
• Stress Response Systems ● A misaligned or toxic culture can trigger chronic stress responses, impairing cognitive function, creativity, and collaboration. Conversely, a culturally aligned and supportive environment can buffer stress, promote psychological safety, and enhance overall well-being and performance.

Advanced SMB alignment transcends operational harmony, becoming a deeply embedded cultural essence, shaped by archetypal patterns, cognitive congruence, and even neuro-cultural resonance, driving emergent harmony and profound organizational identity.

Ethical Alignment Navigating Moral Compass

Advanced alignment extends beyond strategic and operational considerations to encompass ethical alignment ● ensuring that the SMB’s values, actions, and decisions are consistently aligned with a strong ethical compass. Ethical alignment is not merely about compliance with regulations; it’s about cultivating a culture of integrity, responsibility, and moral purpose that guides all aspects of the business. In an increasingly complex and interconnected world, ethical alignment is not just a moral imperative; it’s a strategic differentiator and a source of long-term resilience.

Key dimensions of ethical alignment include:

• Value-Driven Leadership ● Ethical alignment starts with leadership that embodies and champions strong ethical values. Leaders must not only articulate ethical principles but also consistently model ethical behavior in their own actions and decisions.
• Stakeholder Consideration ● Ethical alignment requires considering the interests and well-being of all stakeholders ● employees, customers, suppliers, communities, and the environment. Decisions should be made with a holistic perspective, balancing competing interests and minimizing negative impacts.
• Transparency and Accountability ● Ethical alignment demands transparency in operations and accountability for actions. Open communication, ethical reporting mechanisms, and robust accountability systems are essential for maintaining ethical integrity.
• Ethical Decision-Making Frameworks ● Providing employees with ethical decision-making frameworks and training helps them navigate complex ethical dilemmas and make choices that align with the company’s values. These frameworks should be practical, accessible, and integrated into daily operations.

Global Cultural Alignment Cross-Border SMBs

For SMBs operating across borders, cultural alignment becomes even more complex and nuanced. Global cultural alignment requires navigating diverse cultural norms, values, and communication styles while maintaining a cohesive organizational identity and strategic direction. It’s not about imposing a single dominant culture, but about creating a global culture that is both unified and locally relevant, respecting cultural differences while fostering shared purpose and values.

Strategies for global cultural alignment include:

• Cultural Intelligence Training ● Providing employees with cultural intelligence (CQ) training enhances their ability to understand and adapt to different cultural contexts. CQ training focuses on developing cultural knowledge, skills, and awareness, enabling more effective cross-cultural communication and collaboration.
• Localization Strategies ● Adapting business practices, communication materials, and even product offerings to local cultural preferences demonstrates respect for cultural diversity and enhances local engagement. Localization goes beyond mere translation to encompass cultural adaptation and sensitivity.
• Global Communication Platforms ● Utilizing technology to facilitate seamless communication across geographical boundaries is essential for global cultural alignment. Virtual collaboration tools, multilingual communication platforms, and regular virtual meetings can bridge cultural and geographical distances.
• Cross-Cultural Leadership Development ● Developing leaders with cross-cultural competencies is crucial for managing global teams and fostering global cultural alignment. Leadership development programs should focus on building intercultural communication skills, global mindset, and inclusive leadership practices.

Cultural Alignment As Dynamic Ecosystem

Ultimately, advanced cultural alignment in SMBs is best understood not as a static state, but as a dynamic ecosystem, constantly evolving and adapting to internal and external forces. This ecosystem is characterized by ongoing dialogue, feedback loops, and a willingness to learn and adjust. It’s a living, breathing entity that requires continuous nurturing and attention to maintain its health and vitality. The most aligned SMBs are those that embrace cultural dynamism, recognizing that alignment is not a fixed destination, but an ongoing journey of cultural evolution.

Key characteristics of a dynamic cultural alignment ecosystem:

• Continuous Dialogue ● Ongoing conversations about values, goals, and cultural norms are essential for maintaining alignment in a dynamic environment. Regular forums for dialogue, feedback, and sensemaking keep the cultural ecosystem alive and responsive.
• Adaptive Leadership ● Leaders in a dynamic cultural alignment ecosystem are not just directive managers; they are cultural architects, facilitators, and sensemakers. They adapt their leadership style to evolving cultural needs and foster a culture of continuous learning and adaptation.
• Emergent Alignment ● In a dynamic ecosystem, alignment is not solely imposed from the top down; it emerges organically from the interactions and shared experiences of employees. Leaders create the conditions for emergent alignment by fostering trust, transparency, and open communication.
• Resilience and Agility ● A dynamic cultural alignment ecosystem enhances organizational resilience and agility, enabling the SMB to adapt quickly and effectively to changing market conditions, technological disruptions, and unforeseen challenges. Cultural agility becomes a core competitive advantage.

References

• Schein, Edgar H. Organizational Culture and Leadership. 5th ed., John Wiley & Sons, 2017.
• Cameron, Kim S., and Robert E. Quinn. Diagnosing and Changing Organizational Culture ● Based on the Competing Values Framework. 3rd ed., Jossey-Bass, 2011.
• Hofstede, Geert. Culture’s Consequences ● Comparing Values, Behaviors, Institutions and Organizations Across Nations. 2nd ed., Sage Publications, 2001.
• Rock, David, and Jeffrey Schwartz. Your Brain at Work ● Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long. HarperBusiness, 2009.