Organizational culture describes the emergence and development of cultural value patterns within organizations. Mindset describes the way people think and act. Mindset refers not only to individuals but also to the thinking and action logic of companies as they shape the thinking of their employees and their interactions.

Organizational culture and mindset focuses on how challenges and problems can be solved jointly and effectively – and how opportunities can be exploited for the benefit of society, the economy, and the organization. If suitable structures, processes, and strategies are in place, an appropriate organizational culture also promotes effective working and forms the basis for a viable organization. Even if an organization lacks these appropriate structures, processes, and strategies – but has a mature organizational culture – that organization can still perform well. Suitable organizational cultures are essential to enable viability.

Focus Topics

• The significance of viable organizational cultures and mindsets, their interaction, and references to different working environments
• The characteristics of innovation- and viability-promoting organizational cultures and mindsets, their assessment using maturity levels, and the shaping of organizational cultures and mindsets by individuals
• The importance of organizational culture and mindset for organizational viability, organizational learning- and change processes, and connections to governance structures and control systems
• Mindsets of viable supply chains, supply network management, highly innovative organizations, and new forms of cooperation and self-organization approaches