Академический Документы
Профессиональный Документы
Культура Документы
culture, the way we do things around here”. Define culture and assess the underlying
Referring to the case of Triple H Film Production, it is clearly shown that problems
started to arise when the company made a decision to convert from partnership to a limited
liability company. The conversion helps the company to grow further in the industry and
enhance its ability to build a good reputation for Malaysian films. However, the company also
need to face several organizational cultural issues regarding the change of management that
give impact towards the company in terms of financial and non-financial aspects. Besides, the
management is also concerned about the unethical behavior showed by the employees
Generally, culture is defined as the values, beliefs, underlying assumptions, attitudes, and
behaviors shared by a group of people. On the other hand, the co-authors of the book Finding
and Keeping Great Employees (AMACOM, 1999) which are Jim Harris, Ph.D. and Joan
Brannick, Ph.D., describe another way of defining culture. According to Harris and Brannick
(1999), a company’s culture is defined by its core purpose or core value and companies that
successfully attract, hire, and retain top talent, align their recruitment and retention practices
with their core culture. It is particularly influenced by the organization’s founder, executive
and other managerial staff because of their role in decision making and strategic decision.
Due to that, in getting the right culture in an organization, the management should set the
right tone from the top and demonstrate the way on how to do things around the company.
The formation of the organizational culture also should include the involvement from the
1
middle level of management because they are the one that gives information and
Related to the case, cultural web analysis is the best model to be used in assessing the
organizational culture of the company. Basically, the culture web refers to the assumptions
that are core to a company’s culture (Johnson G., 2007). According to Janse, B. (2018), this
model not only stimulates the way employees within an organization interact with each other
and how they handle their work, but it also stimulates how the organization as a whole relates
to the outside world and the various cultures that exist in the outside world.
Referring to Exhibit 1, James (n.d) stated that Johnson’s Cultural Web (1992) is a
framework that identifies six cultural elements to study the culture of the organization which
is power structures, organizational structures, control systems, stories, rituals and routines and
symbols. By analyzing each element in this model, it allows Triple H Film Production to see
what are the goods and bad cultures and what needs to be changed.
From the organizational structure perspective, this element focus on the relationship
between people from various layers of the organization. In Triple H Film Production, Mr.
Hadari as the Chief Executive Officer (CEO) did not set the right tone from the top. This is
because he did not involve in the process of reinforcing and strengthening the new structure of
the company’s vision and mission. Instead, he leaves this responsibility to all Heads of
Department to manage it. Supposedly, Mr. Hadari as the CEO should find ways to connect
with people inside the organization since he is the person that employees will look for vision,
guidance and leadership. He should openly and continually communicate about the
company’s values and the new rules and regulations in order to ensure that all employees will
2
adhere to it. Besides, he also should be present throughout the organization to encourage and
In Triple H Film Production also the communication and engagements between the top
management and its employees is not effective. The strategic goals and plans of the company
established by the top management were not communicated to the employees since there is an
absence of leadership. Because of that, the employees do not clearly understand why the
company requires all the employees to go for training programs. In addition, they also did not
understand how to embed the goals and plans established by the company in their individual
On the other hand, the power structure in Triple H Film Production is directly influenced
by the top management. This is because all the changes and decision were made by the top
management and then they pass down to other members of the organization to implement the
changes and work to accomplish the goals. According to Stacy Zeiger (n.d), the top-down
are not given the opportunity to give ideas and suggestions in the decision-making process.
When there is no involvement from the lower level of management, it may results in
unrealistic goals and poor employee motivation and performance because they may think that
affects the organizational culture and employees’ behavior. Under the new management,
Triple H Film Production is required to venture into new methods of directing which is by
upgrading the infrastructure and technology used in order to be able to produce quality films.
In relation to that, the employees need to go for training so that they are capable and have
3
sufficient knowledge in handling the new technology. However, the employees at the
company were refusing to adapt to the changes in management. Most of them were reluctant
to join the training programs provided due to several factors such as poor communication and
Besides, under the new management also the employees started to misbehave and show
unethical conduct by taking unnecessary annual leave and did not perform their job. Their
unethical conduct affects the company’s operation in meeting the TV station’s deadlines and
towards achieving the company’s goal in a long term. These organizational cultural issues
arise when Triple H Film Production hired new employees that have the qualifications and
experience in IT systems and equipment. These new employees were paid with higher salaries
compared to the existing and senior workers with the justification that the company is lack of
IT expertise. Due to the imbalance in salaries between the older employees and the new one,
it causes dissatisfaction among the employees especially those that have been working in the
company for a long time and resulting in unethical conduct performed by them. From this, it
can be concluded that the structure of the remuneration packages creates problems for the
company.
4
(b) How can Lewin’s 3 Steps assist Triple H Film Productions in facing the changes i.e. what
For Triple H Film Production, changes are crucial for the company to grow and to be
highly competitive in the business environment. In facing the changes, the company can use
Lewin’s change model that consists of three stages which are unfreeze, change and refreeze
According to James (n.d), in the first stage which is unfreeze, the organization’s
preparation to accept that changes is needed. It involves making people in the organization
aware of the need for change and improving their motivation for accepting the new ways of
working to get better results. During this stage, Triple H Film Production need to determine
what needs to change and its reasons. By performing a Force Field Analysis, it will help the
organization to determine the driving and restraining forces that lead to organizational change.
As mentioned by Prachi (n.d), driving forces are the factors that will push the organization
towards making the changes while restraining forces are the factors that provide resistance to
the changes. When both forces reach a stage of equilibrium, stability can be achieved. In other
words, it means that for changes to happen, the driving forces must be strengthened or the
As for Triple H Film Production, the driving forces from the internal environment are the
need for the company to expand from TV producer to film-maker and to be able to produce
quality films. On the other hand, the resistances towards changes that the company is
currently facing refers to the existing organizational structure itself and the behavior of the
employees.
5
During the unfreezing stage, effective communication plays a vital role because it will
allow the employees to keep informed about the changes, the reason why the changes were
made and how it will benefit each employee. When the employees know about the changes
made, it will be easy for the organization in getting the support and involvement from them.
So, in handling the resistance from the employees, Triple H Film Production should start
the change process by informing the employees that the use of advanced technology is needed
in order for the company to be able to produce quality films. This will create an awareness of
how necessary a change is for the organization so that it can maintain a competitive advantage
in the marketplace. The old behaviors, the way of thinking, processes, people and
organizational structure must be changed in order for the organization to move forward
(Prachi, n.d).
For the second stage in Lewin’s model which is the change process, it is where the
transition or the actual implementation of change. It involves the acceptance of the new ways
of doing things. This stage of transition is not easy due to the uncertainties or employees are
fearful of the consequences of adopting a change process. Due to that, the top management of
Triple H Film Production should change their leadership style by practicing open and honest
communication with the lower level management. According to Northouse (2004), leadership
achieve common goals. In relation to that, as mentioned by Laura & Stephen (2002), the
board of management should implement the changes by developing a base of influence with
employees, motivating them to commit and work hard in pursuit of change goals, and
6
Leadership style is vital in the change process of organizational change because it will
affect how employees react to the changes. Referring to the case, one of the ways that Triple
theory by Peter Senge. According to Zeeman (2017), Senge’s areas of special interest are
focusing on the decentralization of leadership role in organizations that will enhance the
capacity of all people to work productively toward common goals. This is contrary with the
current practices at Triple H Film Production which is a centralized leadership role in its
organizational structure.
In developing a learning organization, there are five disciplines that Triple H Film
Production need to apply which are shared vision, system thinking, mental models, team
learning and personal mastery (Refer to Exhibit 3). Referring to the first discipline, learning
organization should have a shared vision where the vision should be created through
interaction with the employees in the organization. By having a shared vision, the employees
will perform their jobs and tasks because they feel responsible for it instead of they are told to
do so. For the second discipline which is system thinking, it means that each function in an
organization must be integrated and receive input and feedback from each other in order to
Move on to the third discipline which is mental models. It is a theory where the
employees must identify the values of the organization and what the business is all about. A
correct understanding by all employees will help them to develop further. Besides, the
organization also need to be flexible in accepting changes to new mental and a new image of
the company. This is because to be the most successful organization, Triple H Film
Production need to learn and adapt to new models faster than its competitors. Moreover,
7
Triple H Film Production should embrace the discipline of team learning because when a
team is made up of diverse people, it will result in more effective decision making and
innovative ideas brought in. Lastly, the organization also should let the employees take more
control of what they do and how they want to do it because this will build up their
Besides, in order to make the changes, Triple H Film Production also should get the
employees involved because employee involvement is the oldest and effective strategy in
formulating the planning and implementing change. Employee involvement seeks to increase
members’ input into decisions that affect organization performance and employee well-being.
Variety of information and ideas may be generated which may contribute the innovations
effective and suitable in the situation, create member commitment in implementing change
During the last stage in Lewin’s model which is refreeze, it is a stage where employees
already accept the changes and new ways of working. Due to that, in order for strengthening
and reinforcing the new behavior or changes in the way of working, the employees at Triple H
Film Production should be rewarded and recognized. One of the method that the organization
can apply is Carrot and Stick Approach where it makes use of rewards and penalties in order
to induce desired behavior (Raksha, n.d). The rewards can be given in the form of money,
promotion, and any other financial or non-financial benefits and sometimes the punishments
are exerted to push an individual towards the desired behavior. Other than that, the employees
8
(c) Mr. Hazizi is experiencing some pressure due to the conflict between his duties and
in the event of any ethical dilemma within the company. He realizes that it is very
important for professional accountants to be aware of ethical threats and to avoid these
where possible [HINT: Joint professional and organizational roles are common to most
professionals (medical professionals, for example). Although the roles are rarely in
conflict, in most cases it is assumed that any professional’s primary duty is to the public
interest rather than to the organization]. Compare and contrast his duties and
responsibilities in the two roles as CFO and professional accountant. Please refer to
Mr. Hazizi as Chief Financial Officer at Triple H Film Production and also a professional
accountant should know what are the differences between this two roles in order to avoid any
conflicts arise. As for the CFO, its primary duty is to serve the organization while a
professional accountant is responsible to serve the public interest. Mr. Hazizi as the most
senior person involved in the finance department at Triple H Film Production is responsible in
managing all financial aspects of the organization including assessing financial risks and
information.
The role of Chief Financial Officer is very crucial in the company and he generally works
closely with the Chief Executive Officer (CEO) in order to take care of the long-term
financial picture of the company. As the CFO, Mr. Hazizi has the responsibility to provide
9
insight and analysis to support CEO and other senior managers. It includes communicating
financial information effectively and give advice to the CEO and other executives on how to
efficiently use resources and align their financial strategy to meet the company’s goals.
However, Mr. Hazizi is not only responsible for the current financial conditions of the
company but also for the future. He needs to involve in making strategic analysis and
Furthermore, as the CFO of Triple H Film production, Mr. Hazizi also has the
CFO should set the right tone at the top by displaying professionalism and ethical behavior in
order to gain trust among users of the financial statement. When an organization has strong
ethical leadership and good governance, it will strengthen the engagement of the employees
This is in contrary to the role of a professional accountant where it needs to comply with
several fundamental principles such as integrity, objectivity, professional competence and due
holding that position, Mr. Hazizi needs to communicate deeply in order to avoid any problems
and to ensure that everyone in the company knows about the condition of the company’s
financials. He also needs to avoid bias and prevent himself from engaging in the conflict of
interest because this will affect his professional and business judgments.
Besides, Mr. Hazizi also is responsible to maintain professional knowledge and skill at
the level required to ensure that a client or employer receives competent professional services.
Other than that, he is also responsible to not disclose any information of the clients to the third
10
parties without proper authority unless they have the legal right to disclose it. It means that he
needs to keep the confidentiality of clients’ information and cannot use the information for
personal advantage or for third parties. Lastly, he also needs to show professional behavior by
avoiding any conduct that discredits the profession and complying with relevant laws and
regulations.
a business. Since a professional accountant serves the public interest, he will have different
types of engagement and work assignments. Thus, he will face countless issues and different
threats may be created. In relation to that, different safeguard may be required to cater to
every threat. Therefore, Mr. Hazizi is required to identify, evaluate and address threats in
order to comply with the fundamental principles and ethical requirement of the By-Laws.
judgment to determine what appropriate safeguards are available and can be applied in order
to eliminate threats in complying with the fundamental principle. The appropriate safeguard
needs to be determined when a professional accountant identifies that threats exist and those
provision of By-Laws. If he identify there is any breach, he needs to evaluate the significance
of the breach and its impact on the accountant’s ability to comply with the fundamental
principles. In handling this issues, the accountant should take any actions to address the
consequences of the breach and he can make a report to those affected by the breach, a
11
(d) Although Triple H Film Productions Sdn Bhd is not a listed company but the elements
responsibilities of a CEO and identify the ways in which Mr. Hadari appears to have
failed to fulfill his responsibilities. Please refer to the MCCG 2017 in your answer.
According to MCCG 2017, corporate governance is defined as the process and structure
used to direct and manage the business towards promoting business prosperity and corporate
accountability with the ultimate objective of realizing long-term shareholder value while
taking into account the interest of other stakeholders. It is important for Triple H Film
Production to have proper governance because it identifies the right and responsibilities of
each participant in the company besides provides the rule and procedures for decision-
making, internal control and risk management. In order for Triple H Film Production to
produce long-term value, the company needs to embrace the pillars of corporate governance
On top of that, one of the key principle to have a good corporate governance is the board
leadership and effectiveness. Since the CEO usually will be seen as the figurehead for the
company in the public eye, he should be able to present a positive image of the company. The
board has a critical role in setting the right tone at the top, promote good governance culture
and ethical practices throughout the company while overseeing the day-to-day business.
As the CEO, Mr. Hadari is also responsible for the long-term success of a company and
to deliver sustainable value to its stakeholders. Firstly, he needs to govern and set the strategic
direction of the company besides exercising oversight on management. Next, he also needs to
review, challenge and decide on management’s proposals for the company, and monitor its
12
implementation by management. However, as referring to the case, Mr. Hadari does not
monitor the implementation of the new policy by the management. This is because he does
not present during the management change and implementation of new rules and regulation.
He empowered all Head of Department to manage it while he spends his time to entertain the
client. Due to that, he was unable to take immediate and corrective action when conflict arises
As he put all the focus on overseeing the company’s marketing, sales and finance, he did
not realize that it is also important to manage the internal control of the company. This is in
contrary to the responsibilities outlined in MCCG 2017 that CEO needs to ensure there is a
In addition, CEO also should set the company’s value and standards, policies and
strategies and ensure that its obligations to its shareholders and other stakeholders are
understood and met. But, this is not what has been practiced by Mr. Hadari as the CEO of
Triple H Film Production since the company does not reformulate the company’s policy to
One of the poor policy in the company is there is no strict rules and regulations about the
employees' ethics and behaviors. Due to that, the employees took this advantage to misbehave
in order to express their dissatisfaction and to achieve personal demand. Moreover, the
company also has poor policy since there is no reward and punishment system established.
When there are no proper rules, this will result in employees doing whatever that they want
without receiving any punishment and cause the crisis to arise. In order to manage the
problem of internal control of the company, it is essential for the company to formulate a new
set of rules and regulations and effectively communicate the new policies to the employees.
13
The new policies can be comprised of the definition of acceptable and unacceptable behavior
in the company and types of punishment imposed on the employees when they started to
misbehave.
14
References
1. Janse, B. (2018). Cultural Web Analysis. Tools Hero. Retrieved November 10, 2018 from
https://www.toolshero.com/management/cultural-web-analysis/
successful-change
disciplines-learning-organizations/
24385.html
5. James, M. (n.d). The Cultural Web. Mind Tools. Retrieved November 11, 2018 from
https://www.mindtools.com/pages/article/newSTR_90.htm
6. By-Laws (On Professional Ethics, Conduct and Practice) of the Malaysian Institute of
https://www.mia.org.my/v2/downloads/handbook/bylaws/2018/08/01/MIA_By-
laws_Revised_Jan_2011_updated_as_at_1_Aug_2018.pdf
https://www.mia.org.my/v2/downloads/resources/publications/2018/07/20/MIA_Compet
ency_Framework_for_CFO_in_Public_Interest_Entities.pdf
15
8. Syed, T. H., Shen, L., Tayyaba, A., Jamal, H., Syed, H. H., Ali. (2018). Kurt Lewin’s
change model: A critical review of the role of leadership and employee involvement in
9. Malaysian Code on Corporate Governance (MCCG). Retrieved November 11, 2018 from
https://www.sc.com.my/wp-content/uploads/eng/html/cg/mccg2017.pdf
10. Jon, K., Carolin, O., James, T. (2016). 10 Principles of Organizational Culture. Strategy
business.com/article/10-Principles-of-Organizational-Culture?gko=71d2f
11. Catherine, D., CSP, SPHR and Joan P, Brannick. (2002). Assessing Organizational
app/pdfs/EArticle_Assessing_Culture.pdf
12. Prachi, J. (n.d). Kurt Lewin’s Change Management Model: The Planned Approach to
Organizational Change. Management Study Guide. Retrieved November 12, 2018 from
https://www.managementstudyguide.com/kurt-lewins-change-management-model.htm
13. Northouse, P. G. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA:
Sage.
14. Laura, L. P., & Stephen, G. G. (2002). Leadership self-efficacy and managers’
15. Raksha, T. (n.d). Carrot and Stick Approach to Motivation. Your Article Library.
http://www.yourarticlelibrary.com/organization/motivation-organization/carrot-and-stick-
approach-to-motivation-theory-of-motivation/69839
16
Appendices
Exhibit 1
Exhibit 2
17
Exhibit 3
18