Professional Documents
Culture Documents
What were the causes of the corporate misbehaviour on such a large scale?
Volkswagen Group (VWG) has a global workforce of around 600,000 employees and 118
production locations around the world (Schuetz, 2016). Managing such a large organisation is
a complex task, as it involves meeting both shareholders and stakeholders expectations and
needs, which will influence the decision-making process. Being a manager implies being a
leader for the employees and empowering them. In this managing process, authority relations
are formed; from this, a distinction between power and authority is developed according to
Weber (Pugh and Hickson, 1997). These concepts are not the same: power is based on
control, to force people to obey; while authority is based on obedience, which comes
voluntarily from people. Through these relationships, organisations are being managed to
achieve its goals. However, bad management cannot be stopped from happening.
The VWG scandal is originated by a chain of errors since 2005, as the group claimed itself
(Schuetz, 2016). Behind these errors, there are factors which led to this corporate
misbehaviour from the decision-making until the lack of initiative on stopping those errors.
Volkswagen (VW) was founded by Ferdinand Porsche, who by that time already had the
Porsche Company. Then Ferdinand Piech was named CEO, during decades both VW and
Lower Saxony, this city became the richest in Germany and VWG employed over half of the
population.
One of the main causes for this type of behaviour is the misuse of power within the top
management held inside the company. The conflict of interest existent within the board
members and nepotism. The Porsche and Piech families owned most of the voting shares on
the supervisory board (Ruddick, 2015). Some directors participated on multiple boards
(Hymowitz and Webb, 2015). Lower Saxony state representatives were part of the board as
well, along with the VWG investors. Their only goal was profit because they were VWG
Page 1 of 4
owners. The lack of a diversity and multidisciplinary board was one of the factors of this
misbehaviour. Ferdinand Piech, the former VWG CEO, positioned his wife, a former
kindergarten teacher, in the company's supervisory board (Crossland, 2012). Even though the
board was suspicious about her skills and experience, there was no disagreeing on this
nomination. This was a clear case of nepotism and misuse of the power conferred to Piech,
as being CEO and owner, no board member opposed resistance to this. In 2007, Piech
handpicked and groomed Martin Winterkorn, as his successor (Levin 2015). There was not
a meritocratic career within the top management, every action was calculated to meet their
There were a double moral and ethical issues on the top management. Winterkorn declared
he was shocked by the misbehaviour shown, but emphasized that he was not aware of any
misconduct by any employee. Regardless the fact he admitted he had some responsibility
(Schuetz, 2016). Winterkorn contradicted himself, showing the real face of his management.
Over 11 product lines were involved in the scandal, this was not a minor issue, denial only
exposed the lack of leadership and ethics from the top management. In addition, the power
struggle within the board would impact directly on the decision-making. The disputes between
the Porsche and Piech families led emotions to interfere with decision-making (Jung, 2017).
These deeply divided families, who had been battled for money and power over VWG. The
resulting emotions from these differences kept influencing and complicating the good
setting not realistic goals. In 2008, VWG set the Strategy 2018 with specific goals: Become
the largest auto manufacturer; increase sales on more than 10 million units per year;
accomplish a pre-tax profit of 8 percent or more while achieving economic, social and
which did not allow VWG to truly solve the emission problem. Since the investment of a new
technology would mean not being aligned with the strategy. Winterkorn promised to lower the
Page 2 of 4
CO2 emissions in a 30% by 2015 (Schmitt, 2015). The company was not in the position of
meeting this goal, they did not have either technology or the willingness to achieve it.
Additionally, based on the Strategy 2018, the internal management goals were purely profit
performance oriented (Volkswagen Group, 2013). Moreover, they did not concern about the
regulations or to take some actions to meet them, they were completely blind to the future and
trends. Due to Winterkorns lack of projection into the future and innovative mindset, VWG
immersed itself in this deceit. The organisation only focused on the existing technology instead
of going beyond (Meiners, 2015). Toyota and Tesla developed new technologies in the eco-
friendly automobile industry, VWs only focused on its core business without projecting on new
niche markets. He limited the actions only to meet the requirements of the emission
automobile market were let go. Related to this, was the clear an inconsistency between what
was said and done. Volkswagen was ranked as a top ten company with outstanding
The work environment and governance were completely authoritarian, there was no concern
on the employees only on the goals set for the top managements interests. VWG has received
many sustainability and environmental awards, including one for sustainable development
Moreover, the top management was alerted about these irregularities and there was no action
taken. VWG received internal reports from both a supplier and an employee, back in 2007 and
2011 about the software to cheat the testing (Cremer and Scherer, 2015). These were the first
warnings on this issue; however, they were on the way of reaching Strategy 2018 goals.
Therefore, they did nothing about it, the main concern was profits, as the board was
constituted by mostly the owners, they were unstoppable. VWG admitted knowing that, in May
2014, an employee informed Winterkorn about some alarming results from a private study on
the diesel cars sold in the United States (Ewing, 2016). Michael Horn, head of Volkswagen
North America, admitted he knew about the emission problem since 2014 (Stanwick, 2017).
Page 3 of 4
Finally, inside the organisation, there was evidence of poor environment and culture. On 1993,
Ferdinand Piech took the CEO position until 2002, he was known for being tough and not
hesitating on firing underperforming employees (Ewing and Bowley, 2015). Furthermore, this
former CEO stood out on his toxic leadership on managing people with an authoritarian and
coercive style (Milne, 2015). After this decade of authoritarian management style, in 2007,
Martin Winterkorn became CEO until after the scandal went to the spotlight in 2015. The new
CEO was no different from his predecessor, he had an aggressive and demanding leadership
style, there was no room for failure (Volkswagen AG (ADR), 2017). Winterkorn is known
for being a perfectionist, and insulting and punishing employees for minute flaws. Under his
management there was no autonomy for subordinates, he nurtured fear and discouraged open
communication across the management hierarchy (Jung, 2017). The environment and culture
According to the French-Raven studies, power is divided into 5 different forms, one of those
is coercive power, which forces the individual through fear to obtain obedience (Boddy, 2011).
The more legitimate the coercion the less it will produce resistance and decreased attraction
(French and Raven, 1959, p.268). On the presence of a legitimate authority figure, such as a
management had a negative impact on the behaviour of senior managers and employees.
German press brought to light VWs anticipatory culture (Schmitt, 2015). This system was
based on obedience and reward, by just following orders and not looking for explanations.
Additionally, several VWG departments admitted working in a climate ruled by fear and
authoritarian top management (Cremer and Bergin, 2015). With a reinforced coercive
management and a wicked power culture, absolute obedience and submission emerged. As
an outcome, any initiative on stopping this deliberate scam or exposing it was vanished.
"The company had an environment ripe for breeding the scandal: a clannish executive board
Page 4 of 4