The following are some of the characteristics of the Linked:HR culture that have a bearing on this case:
VERY LOOSE HIERARCHY:
VERY LOOSE HIERARCHY:
- All moderators are volunteers. Thus, they may choose to stay in the team or leave. Any potential changes in the group rules are discussed within the team.
- Even though Olivier Taupin owns the group, he needs the moderation team's assistance and cooperation. Olivier Taupin does not hold any formal authority on the team.
- The Members have loose ties to one another. They have no obligation to participate in the discussions and may leave the membership as desired.
HIERARCHY matters because it reduces Dr. Wildermuth's ability to make quick changes. All changes must be agreed upon by the group. Relationship building (i.e., strengthening informal authority) is particularly important in this case.
MISTRUST BETWEEN "EXTERNAL VENDORS" AND "INTERNAL HR PROFESSIONALS"
- HR professionals must spend a lot of time answering to vendor calls. Possibly for this reason "internal" HR professionals (i.e., HR generalists, managers, directors, etc.) typically mistrust "vendors". This "mistrust of vendors" may contribute to a strong "non commercial" culture within Linked:HR. Self-promotion is strongly discouraged.
- Vendors, on the other hand, often feel like they are treated as "second class citizens" by HR professionals. Some vendors argue that LinkedIn is a networking site and should have looser rule for the promotion of services or products.
LACK OF TRUST matters because it impacts the perceptions of members. For instance, if the new interface results in more "spamming" or more "commercial postings" members could react negatively.
On the other hand, VENDORS might see the changes positively (as the changes will allow them to more easily post links to websites and blogs). Thus, the changes might increase the existing rift between internal HR professionals and external vendors.
"FREE SERVICES" MENTALITY
- LinkedIn members are used to a variety of free services. One does not pay to have an account on LinkedIn or to join a LinkedIn group. Recently, the Linked:HR team put together a series of professional development webinars, which were also free for all members.
The "FREE SERVICES" mentality matters because the group has not yet been monetized. Moderators are volunteers and are not paid for their services. This impacts the amount of time they are willing to spend in the group and the level of "authority" they are willing to grant Olivier Taupin or Dr. Wildermuth.
Note to Students: Enter here information on the current culture impacting this case.
Notice that you do not need to include LOTS of cultural characteristics - Include a few cultural aspects that have a bearing on the case.