Content

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Content

• Key factors for success
• Comparison of cultures
• Synergy (best of both)
• Company
• Vision company
• Mission company
• Goals
• Company culture
• Type of company culture
• SWOT
• Strategy
• Alternatives
• Selection criteria
• Priority actions
• Risks
• Solutions for risks
• Reflection

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Comparison in culture (input for total project)

• NL versus CZ
• Inner v.s. Outer directed (1 - 7)
• Collectivism v.s. Individualism (3-8)
• High v.s. low power distance (5-9)
• Specific v.s. Diffuse (1 8)
• Decision making (7-2)
• Universal v.s. Particularism (6 -8)

Source Hofstede Trompenaars Day I BSN
International Management Scale 1 to 10 (1 low
10 is high)
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Synergy (Best of both)

• CZ
• Relation minded
• Loyal workers
• Creativity
• NL
• Decision makers
• Low power distance

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Logistic company

• Why?
• Center of Europe (central position)
• Cheap labor
• Existing knowledge and technology
• Growing market

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Vision Company

• Become one of the biggest transport companies
  towards all the companies that want to distribute
  their products
• Company will be a platform, able to roll out the
  success to surrounding countries.
• Selective acquisition policy (EU), combined with
  strategic alliances (rest of world) will create a
  competitive and distinctive position.

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Mission

• We want to be the preferred supplier of the total
  category of transport.
• We want to play a leading role in the development
  of our category (transport)
• Quality, reliability and profitability are the
  framework to act within.

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Goals

• Cheap and efficient transport
• A range from 1.000 km from Praag
• 1 day delivery
• Quality will be in the same condition
• Company that will be recognized in transport
  world

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Company culture

1. Flat organizations (low hierarchy)
2. Task orientated (each customer is a project)
3. All drivers work under the same conditions (truck
   / clothing etc.)
4. Flexible organization (1 week drive / 1 week
   storage)
5. All employees will be proud to work for the
   company (marketing)

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Type of company culture
Egalitarian
Hierarchical
Guided Missile
Incubator
Task orientated
Personal
Eiffel Tower
Family
Source Trompenaars Handy
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SWOT

• Strengths
• Central Europe (position)
• 2 Cultures
• Task orientated management
• Knowledge
• Flexibility
• Speed
• Opportunities
• Growing market
• Gate to Eastern Europe
• Cultural integration
• Globalisaton

• Weaknesses
• No see
• Language
• Culture differences
• Threads
• Competition
• Economical situation (salary price increase due
  to EU)

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Strategy

• Have a logistic center and warehouse in CZ close
  to highway, railway etc.

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Alternatives

• Set up a complete new company
• - Greenfield development from zero
• CZ drivers, NL CZ Management
• New company culture
• 2. Take over an existing logistic company
• Remove management
• Keep CZ drivers
• Implement new company culture
• 3. Joint venture
• start working with existing company
• Invest
• Deliver knowledge

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Selection criteria
Alter-natives Reach goal (10) Time (4) Invest- ment (8) Culture management (7) ROI (6) Total
New 60 1 4 1 8 9 63 5 30 165
Take over 5 50 7 22 3 24 2 14 7 42 152
Joint venture 4 40 5 20 2 16 4 28 6 36 140
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Priority actions 2006/2007

• Soft aspects
• 1. Culture
• - Create awareness of the differences
• - Learn how to respect them
• - Find a way to reconcile them
• 2. Psychological contract
• 3. Recruitment and training (assessment for truck
  drivers)
• 4. Teambuilding on a yearly base
• 5. Job rotations
• 6. Company values

• Hard aspects
• 1. Investment budget
• 2. Building
• 3. Trucks
• 4. Ware house
• 5. Etc

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Risks

• Capable workers
• Workers according psychological contract
• Communication

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Solution for risk

• Local requirement agency
• Training
• Assesment
• All the people will be able to speak English and
  CZ
• Standardization of assignments
• All the employees must be aware of Company Values

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Reflection (Groups process)

• An optimal result
• Fun to work with each other
• Active and respectful participation
• Focusing to subject could be better

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Reflection (Learning points)

• Awareness of cultural difference
• We have learned to respect them
• We have found a we to reconcile them
• Strategy and culture must fit to be successful
• Easier to implement desired culture in a new
  company, then in a existing company
• The tools of Trompenaars, Handy and Hofstede are
  useful to work with

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We respect our customers and workers values.This
will lead to better products and services, witch
makes our workers and customers HAPPY