Bridgewater Associates Case
Bridgewater Associate’s
Bridgewater Associates Case Study Analysis
Alyssa Rosario
MBA620
Bay Path College
Organizational Behavior & Leadership
January 28, 2015
Professor Laurie Rosner
“I submit this paper is entirely my own work and agree it may be submitted to Turnitin for the purpose of checking for plagiarism and further it may be maintained on the Turnitin database to check for future plagiarism.”
Bridgewater Associates, founded by Ray Dalio, has maintained a level of success, which has thrived upon "radical truths" and developing an approach of "meaningful values and meaningful relationship" (Dalio, 2010). What does this mean, for Ray, once he decides to retire? How will the company survive and uphold the culture, which …show more content…
In looking at the ten facts there is a correlation in the communication of the leadership and the culture in which it preforms. According to Schein, “theorists have asserted “strong” cultures are desirable as basis for effective and lasting performance. Therefore, strong cultures are, by definition, stable and hard to change (Schein, 2010, p. 365). The facts presented are symptoms of what could be a problem once Ray Dalio is no longer managing Bridgewater. Each of these facts can be used to look at the internal strength/weakness and external opportunities/threats. The following SWOT analysis (Fig 1.) will identify what internal factors can be of strength and weakness, as well as the external factors of opportunity and threats. Internal
Strengths
Weaknesses
Strong Culture
Radical …show more content…
When changing from one leadership to another leader the company is forced to now work under a new style of management even if there is a guideline. According to Schien, shift in leadership can be done in a positive manner if communicated to the subordinates. Many times with leadership shifts the staff remains stagnant and is unable to make the shift with the leadership. Bridgewater has enormous shoes to fill in order to maintain the principles by which the company was founded on. According to Schien, “the culture creation leader may not have the answer, but he or she must provide temporary stability and emotional reassurance while answers are being worked out “(Schein, 2010, p.374). “The most difficult agenda for founding leaders is to be able to simulate clear and strong vision but still be open to change” (Schein, 2010,p.374). Schein states with new leadership or new CEO the “leadership role becomes more diffuse and transient” (Schein, 2010, p. 259). Dalio, may be blind to new issues, which could occur during the transition such as treasured values could erode if the CEO’s don’t adhere to them (Schein, 2010). These factors are critical for Bridgewater to maintain the success it has amongst its
Bridgewater Associates Case Study Analysis
Alyssa Rosario
MBA620
Bay Path College
Organizational Behavior & Leadership
January 28, 2015
Professor Laurie Rosner
“I submit this paper is entirely my own work and agree it may be submitted to Turnitin for the purpose of checking for plagiarism and further it may be maintained on the Turnitin database to check for future plagiarism.”
Bridgewater Associates, founded by Ray Dalio, has maintained a level of success, which has thrived upon "radical truths" and developing an approach of "meaningful values and meaningful relationship" (Dalio, 2010). What does this mean, for Ray, once he decides to retire? How will the company survive and uphold the culture, which …show more content…
In looking at the ten facts there is a correlation in the communication of the leadership and the culture in which it preforms. According to Schein, “theorists have asserted “strong” cultures are desirable as basis for effective and lasting performance. Therefore, strong cultures are, by definition, stable and hard to change (Schein, 2010, p. 365). The facts presented are symptoms of what could be a problem once Ray Dalio is no longer managing Bridgewater. Each of these facts can be used to look at the internal strength/weakness and external opportunities/threats. The following SWOT analysis (Fig 1.) will identify what internal factors can be of strength and weakness, as well as the external factors of opportunity and threats. Internal
Strengths
Weaknesses
Strong Culture
Radical …show more content…
When changing from one leadership to another leader the company is forced to now work under a new style of management even if there is a guideline. According to Schien, shift in leadership can be done in a positive manner if communicated to the subordinates. Many times with leadership shifts the staff remains stagnant and is unable to make the shift with the leadership. Bridgewater has enormous shoes to fill in order to maintain the principles by which the company was founded on. According to Schien, “the culture creation leader may not have the answer, but he or she must provide temporary stability and emotional reassurance while answers are being worked out “(Schein, 2010, p.374). “The most difficult agenda for founding leaders is to be able to simulate clear and strong vision but still be open to change” (Schein, 2010,p.374). Schein states with new leadership or new CEO the “leadership role becomes more diffuse and transient” (Schein, 2010, p. 259). Dalio, may be blind to new issues, which could occur during the transition such as treasured values could erode if the CEO’s don’t adhere to them (Schein, 2010). These factors are critical for Bridgewater to maintain the success it has amongst its