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Georgia-Pacific's organizational culture, its human resource

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*What are the relationships between Georgia-Pacific's organizational culture, its human resource practices, and Koch's leadership style?

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Strategic Leadership

Please help with getting started with this project!!!

*What are the relationships between Georgia-Pacific's organizational culture, its human resource practices, and Koch's leadership style?

4 page please!
There is an intrinsic relationship between Georgia-Pacific's organizational culture, its human practices and Koch's leadership style. The organizational culture is open. Formal dresses are now not encouraged, every one is expected to behave like an entrepreneur and the executive lunch room has been closed down. The human practices are to disregard the traditional lines of command, a large number of top executives have left the company and a crash course in market based management has been instituted. The third factor is the leadership style of Koch. Joe Moeller not only is communicating with other executives, he is sending transition updates to his workers. The leadership style of Moeller is hands on leadership style where id is directly attempting to learn about Georgia-Pacific's business, meeting customers, visiting operations and meeting with employees. With this he expresses strong confidence in the new leadership and the market based management program.

The close relationship between the elements of culture and the action taken by human resources is very clear. The new elements of culture include less formalness, increased openness and less regard for line of command. How has this been reinforced by human resource action? The human resource has restructured the organization into a horizontal organization, has emphasized rewards for superior performance and has vowed to develop the skills and abilities of its employees. In a way the change in culture has ...

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