Arthur Anderson Culture And Its Downfall
1.1 Aspects of Andersen's culture that would be signals of a dysfunctional culture.
• Inability to question superior's practices and incapability to suggest new ways of doing things in all areas of the firm.
• Andersen's organization, culture and practices were derived from the old structure, which were still seen as the best practices even if outdated. At the organization, new trends of the market and new competitors were not going to change any of the company. "Don't question it. That's the way it's always been done". They had no desire to change their archaic practices.
• When Anderson realized that they could not survive with the current, traditional business approach and their competitive edge was dwindling, they switched from a "pillar of integrity" company to one that focused solely on keeping clients at any cost.
• Andersen was too fee-driven. For example, hard selling of services (particularly consultants tagging along on audits) that the clients did not need......
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