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 "name": "Corporate culture",
 "termCode": "corporate-culture",
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 "author": {
  "@type": "Person",
  "name": "Wulf A. Kaal",
  "identifier": "https://orcid.org/0000-0003-0757-275X"
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/1998455-030",
   "identifier": "kaal:claim:1998455-030",
   "text": "Under strong institutional and cultural forces, decision makers in financial institutions tend to compartmentalize their lives and disconnect their moral reasoning from their conduct in the workplace, so that even a leader with strong personal values can engage in questionable conduct.",
   "abstract": "Influenced by strong institutional and cultural forces, deci- sion makers may have a tendency to compartmentalize their lives and disconnect their moral reasoning from their actions in the workplace.",
   "citation": "Wulf A. Kaal, Initial Reflections on the Possible Application of Contingent Capital in Corporate Governance (2012). SSRN: https://ssrn.com/abstract=1998455",
   "datePublished": "2012",
   "claim_type": "mechanism",
   "confidence": "argued",
   "is_failure_mode": true,
   "scope_conditions": [
    "where industry, institutional and peer pressure shape decision making"
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  {
   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/2922176-002",
   "identifier": "kaal:claim:2922176-002",
   "text": "Algorithms substitute for human middlemen inside firms, and this substitution is what produces flatter, unmediated organizations in which the best idea, rather than hierarchical position, prevails.",
   "abstract": "Indeed, algorithms replace middlemen, leading to flatter, unmediated organizations in which a best-idea-wins culture prevails.",
   "citation": "Mark Fenwick, Wulf A. Kaal, Erik P. M. Vermeulen, The ‘Unmediated’ and ‘Tech-Driven’ Corporate Governance of Today's Winning Companies (2017). SSRN: https://ssrn.com/abstract=2922176",
   "datePublished": "2017",
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   "text": "In companies that concentrate on established products, the executives who understand innovation and consumer experience, the very people responsible for the firm's initial success, are pushed to the margins of core decision making.",
   "abstract": "innovation and consumer experience — i.e., those individuals responsible for the initial success of a company and best placed to deliver relevancy — often find themselves marginalized from core decision-making processes in companies that focus on established products.",
   "citation": "Mark Fenwick, Wulf A. Kaal, Erik P. M. Vermeulen, The ‘Unmediated’ and ‘Tech-Driven’ Corporate Governance of Today's Winning Companies (2017). SSRN: https://ssrn.com/abstract=2922176",
   "datePublished": "2017",
   "claim_type": "failure",
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    "companies built around existing and successful products or services"
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   "text": "Top-down corporate governance reform measures rarely, if ever, produce genuine change in the governance or culture of firms, and are commonly met with indifference, skepticism, or hostility from management.",
   "abstract": "In practice, top- down corporate governance reform measures rarely, if ever, result in a genuine change in the governance and culture of firms.",
   "citation": "Mark Fenwick, Wulf A. Kaal, Erik P. M. Vermeulen, The ‘Unmediated’ and ‘Tech-Driven’ Corporate Governance of Today's Winning Companies (2017). SSRN: https://ssrn.com/abstract=2922176",
   "datePublished": "2017",
   "claim_type": "failure",
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   "scope_conditions": [
    "listed companies and their governance experts"
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/2922176-027",
   "identifier": "kaal:claim:2922176-027",
   "text": "Centralized, hierarchical environments do not value honesty and reward good news only, so nobody wants to carry bad news upward, and problems are therefore detected late.",
   "abstract": "Honesty is often not valued in a centralized, hierarchical environment. In the heavily mediated and redacted corporate world, the focus is on \"good news only.\" Nobody wants to be the messenger delivering bad news. This attitude often results in the late detection of issues and implications.",
   "citation": "Mark Fenwick, Wulf A. Kaal, Erik P. M. Vermeulen, The ‘Unmediated’ and ‘Tech-Driven’ Corporate Governance of Today's Winning Companies (2017). SSRN: https://ssrn.com/abstract=2922176",
   "datePublished": "2017",
   "claim_type": "failure",
   "confidence": "argued",
   "is_failure_mode": true,
   "scope_conditions": [
    "heavily mediated and redacted corporate environments; illustrated by Nokia, Volkswagen and Samsung"
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   "@id": "https://wulfkaal.github.io/claims/3071378-022",
   "identifier": "kaal:claim:3071378-022",
   "text": "The clone syndrome, meaning companies' desire to hire people similar to the existing workforce, causes minority underrepresentation and makes it difficult for minorities and women to break into jobs predominantly held by white men.",
   "abstract": "The clone syndrome,75 e.g. companies desire to hire people that are similar to the existing work- force, can lead to minority underrepresentation in corporations.76 The clone syndrome makes it difficult for a minority and women to break into a job predominantly held by white men.",
   "citation": "Wulf A. Kaal, Blockchain Technology and Race in Corporate America (2017). SSRN: https://ssrn.com/abstract=3071378",
   "datePublished": "2017",
   "claim_type": "mechanism",
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   "scope_conditions": [
    "hiring into roles predominantly held by white men"
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/3227933-041",
   "identifier": "kaal:claim:3227933-041",
   "text": "Firms that embed new technology into every aspect of their organization and governance build an open, unmediated, tech-driven culture that gives them a competitive advantage in attracting talent, raising capital, finding partners and remaining relevant in hyper-competitive global markets.",
   "abstract": "Such an unmediated and tech-driven culture will give them a competitive advantage in attracting talent, raising capital, finding suitable partners and, perhaps most importantly, in remaining relevant in today's hyper-competitive global markets.",
   "citation": "Mark Fenwick, Wulf A. Kaal, Erik P.M. Vermeulen, Why 'Blockchain' Will Disrupt Corporate Organizations (2018). SSRN: https://ssrn.com/abstract=3227933",
   "datePublished": "2018",
   "claim_type": "mechanism",
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    "hyper-competitive global markets"
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 "description": "7 claims in the published works of Wulf A. Kaal carry the concept tag 'corporate-culture'. Derived node: a roster, not an adjudicated definition."
}