Tom Pedersen, newly appointed Director of Learning (COL) Shinsei Bank of Japan, considering what could facilitate the development of a culture and the transformation of the integrated organization. Shinsei Bank had not developed a long tradition and a strong corporate culture. The bank, which was composed of professionals from diverse backgrounds, had to develop an integrated organizational culture. Pedersen had given a new performance evaluation program for senior executives 17. It was the first time they were measured against aligned with the vision and revised at the end of 2005 business values â€‹â€‹skills. He thought the program evaluation was critical to the vision and values â€‹â€‹permeate the bank and was eager to implement the program to a larger number of employees next year. Pedersen was asked how he would improve the performance evaluation, and if it was the right time to influence the culture of banking process? Were also asked what other measures could be effective in getting employees from diverse backgrounds to work together. How would I create a learning organization Shinsei Bank?
Thomas J. DeLong
Source: Harvard Business School
Release Date: September 5, 2006. Prod #: 407006-PDF-ENG
Shinsei Bank: Developing an integrated solution case Firm