Wells Fargo And Organizational Culture Change

Knowledge is considered as one of the most important and competitive resource for sustenance of the organisation (Zack, 1999). It can be compared to the strategic resource that can be used and applied in various frames of the organisation. Experienced managers in the organisations believe that company can receive strategic advantage through knowledge and not the strategies or actions implemented by competitors. Knowledge can be regarded as a strong approach that opens numerous ways of success. It is that weapon that help organisation to evaluate solutions in financial and other professional difficulties.

Businessmen in New York establish Wells, Fargo and Company, destined to become the leading freight and banking company of the West.

Wells Fargo’s second part of their mission statement is “Our value added is financial advice and guidance” which is complementary to their vision statement “We want to satisfy our customers’ financial needs and help them succeed

In the year eighteen fifty-two, two men by the names of Henry Wells and William Fargo chose to establish a monetary administrations organization that we particularly know today to be Wells Fargo (Wells Fargo, 2017), which actually is quite significant. Before establishing the organization, Mr. Wells and Mr. Fargo chose to ground their organization in five standards which generally turned into their five very essential esteems. Their first standard being "individuals as an aggressive esteem" which implies an association with a colleague will literally prompt a definitely superior association with the clients, or so they particularly thought. Second "morals" Wells Fargo prides its self on being a straightforward organization and

Wells Fargo is an American multinational diversified financial services company. The company operates throughout the world. It is one of the largest banks in the US in the state of assets. Moreover, Wells Fargo is the largest market capitalization bank in the US. It takes the second category in the field of deposits, delivery of home mortgage services, and delivery of credit cards. The company has its headquarters in Francisco, California. The company has coverage of more than twenty-four states in the US. In every state, it has established its headquarters that act as distribution and storage regions for the company's products and services. The company offers insurance, banking, mortgage, and consumer financing through the sale and distribution of its networks across the US. The advantages of Wells Fargo Company are widely distributed: they have helped it realize a stable market in the United States and around the globe.

A cultural change needs to have an integrated approach that includes multiple diversity initiatives. Those include: leadership commitment, effective organizational communication about diversity, clarity about how diversity fits within the

When I went to work for Wells Fargo and Company nearly 16 years ago, I went based on the little I knew of the company at the time. My impression was that Wells Fargo and Company was exactly what I was seeking in a company. I felt they were a company I could build my career with. I saw Wells Fargo as an institution I could join for my personal and professional long-term growth. I knew the company as the image of the stagecoach and I saw what others see when they look at the company. The image of its stagecoach represented an aged and stable company with a strong reputation as a prosperous and growing yet conservative

Wells, Fargo & Co. came into America in the age of economic boom and westward expansion, and

“If we understand change better, we will be able to influence (but not control) it for the better” (Fullan, 2014). When change in a culture is in effect, the organizational culture tends to be unsettled. This may seem like an inopportune time for our staff to be unsettled, but this is the best opportunity to identify and create breakthroughs (Fullan, 2014). When analyzing the structure for a change initiative, strategic planning must first take place. What problems are foreseen or obvious? Are there

Our paper today will be on Wells Fargo. Wells Fargo is an American bank that was created in 1852 by Henry Wells and James Fargo. It is the second largest bank in the USA in terms of market cap, operates in over 42 countries around the world, and has over 260,000 employees.

Wells Fargo was established in 1852 by Henry Wells and Williams Fargo who joined a group of other investors to form a transportation and banking company. In 1849, gold was discovered in California, which encouraged a huge demand for its cross country shipping and by 1852 Wells Fargo shipped its first consignment of gold. Wells Fargo also established merger deals with Pony expresses which made them one of the pioneers of pony transportation. This company later expanded to a company that offered not just pony and gold transportation services, but also offered banking services by purchasing gold and selling paper bank drafts as good as gold. In 1905, the banking branch of the company merged with the Nevada National Bank and established its new headquarters in San Francisco. ("Wells and Fargo start shipping and banking company", 2016).

Wells Fargo founded in 1852 is known for being a financial services company. Wells Fargo provides banking, insurance, investment, mortgage, and consumer and commercial financial services through more than 8,600 locations, 13,000 ATM’s, online, and mobile devices. Wells Fargo is headquartered in San Francisco, California but has a vision of being decentralized from that location. Being decentralized allows each location to act as a headquarters to provide their customers with specific financial services. Wells Fargo employs approximately 268,000 employees to serve 70 million customers.

According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.

Since 1852, when Henry Wells and William Fargo founded the company, it has always had the main focus on its customers. Originally, the idea set aside this financial institution from the rest was the determination with the Pony Express and the classic stagecoaches to allow express banking. “Wells Fargo earned a reputation of trust by dealing rapidly and responsibly with people’s money” (Wells Fargo, 2017). The bank began to grow rapidly throughout the years and took on the motto “Ocean to Ocean”, it was a this time the stagecoaches began traveling miles and miles in order to deliver their customers banking needs in a timely manner. However, by the time the Great Depression hit, the bank unfortunately lost all their business and resorted back to their original stomping grounds in San Francisco. It wasn’t until during this time, the Wells Fargo stagecoach became a symbolic icon in the Hollywood western films. By taking on this credibility in the films, it provided a leverage for the company to come back and take back their “Ocean to Ocean” title. “New banking concepts not only changed where people banked, but how they banked. Drive-up tellers,

In 1996, Citibank was an emergent banking institution attempting to increase its market share in the competitive Los Angeles area. In order to do so, the bank’s strategy was to focus slightly less on their financial growth, and much more on providing “a high level of service to its customers”. Management viewed this paradigm shift as “critical to the long term success of the franchise”.