For example, the lack of urgency in regards to the employees to resolve the problems came from the lack of the higher executives not making safety of their customers a priority. “The ignition switch issue was touched by numerous parties at GM; engineers, investigators, lawyers – but nobody raised the problem to the highest levels of the company (Kuppler 2014).” If, at that point, the management pushed customer safety and a sense of responsibility, then the problem would have been resolved much faster and efficiently. It is quite apparent that the employees had absolutely no respect the upper management for GM. The upper management present no sense of structure or stability for the employees to follow so they acted like they looked out for themselves. The culture within GM stayed that way until Mary Barra entered the company and flipped it upside down. She came with different more effective approach to the problems the GM was facing. She ultimately changed the culture and leadership of the entire
For example, the lack of urgency in regards to the employees to resolve the problems came from the lack of the higher executives not making safety of their customers a priority. “The ignition switch issue was touched by numerous parties at GM; engineers, investigators, lawyers – but nobody raised the problem to the highest levels of the company (Kuppler 2014).” If, at that point, the management pushed customer safety and a sense of responsibility, then the problem would have been resolved much faster and efficiently. It is quite apparent that the employees had absolutely no respect the upper management for GM. The upper management present no sense of structure or stability for the employees to follow so they acted like they looked out for themselves. The culture within GM stayed that way until Mary Barra entered the company and flipped it upside down. She came with different more effective approach to the problems the GM was facing. She ultimately changed the culture and leadership of the entire