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    Organisation Culture and Change Management

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    hasandalal
    This document discusses organization culture and change management. It defines organization culture as shared values, assumptions, beliefs and norms that unite members. Culture can facilitate or inhibit change. Forces for change include environmental factors like technology and markets, as well as internal decisions. Leaders set the tone for culture and culture change by involving stakeholders, building on shared values, and teaching new behaviors. Change targets include individuals, groups, the organization and its environment. Successful change requires establishing urgency, forming change coalitions, creating a vision, empowering others, and institutionalizing new approaches.

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    Organisation Culture and Change Management

    Uploaded by

    hasandalal
    41 views15 pages
    This document discusses organization culture and change management. It defines organization culture as shared values, assumptions, beliefs and norms that unite members. Culture can facilitate or inhibit change. Forces for change include environmental factors like technology and markets, as well as internal decisions. Leaders set the tone for culture and culture change by involving stakeholders, building on shared values, and teaching new behaviors. Change targets include individuals, groups, the organization and its environment. Successful change requires establishing urgency, forming change coalitions, creating a vision, empowering others, and institutionalizing new approaches.

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    organization culture

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    This document discusses organization culture and change management. It defines organization culture as shared values, assumptions, beliefs and norms that unite members. Culture can facilitate or inhibit change. Forces for change include environmental factors like technology and markets, as well as internal decisions. Leaders set the tone for culture and culture change by involving stakeholders, building on shared values, and teaching new behaviors. Change targets include individuals, groups, the organization and its environment. Successful change requires establishing urgency, forming change coalitions, creating a vision, empowering others, and institutionalizing new approaches.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    41 views15 pages

    Organisation Culture and Change Management

    Uploaded by

    hasandalal
    This document discusses organization culture and change management. It defines organization culture as shared values, assumptions, beliefs and norms that unite members. Culture can facilitate or inhibit change. Forces for change include environmental factors like technology and markets, as well as internal decisions. Leaders set the tone for culture and culture change by involving stakeholders, building on shared values, and teaching new behaviors. Change targets include individuals, groups, the organization and its environment. Successful change requires establishing urgency, forming change coalitions, creating a vision, empowering others, and institutionalizing new approaches.

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    Organisation culture and change management

    Organisation culture
    A system of shared values, assumptions, beliefs, and norms that unite the members of an organization. Reflects employees views about the way things are done around here. The culture specific to each firm affects how employees feel and act and the type of employee hired and retained by the company.

    Organizational Culture and Change In order to survive, organizations and their


    cultures must continuously evolve and change.
    Conditions prompting change include:
    Economic crises Changes in laws or regulations Social developments Global competition Demographic trends Explosive technological changes

    Cultures change when an organization discovers, invents or develops solutions to problems it faces.

    Organization culture can facilitate or inhibit change in an organization. A firm attempts to change organizational culture because the current culture hinders the attainment of corporate goals. Environmental and internal forces can stimulate the need for organization change.

    Managing Organizational Change

    Forces for Change: Environmental Forces


    Put pressure on how a firm conducts its business and its relationships with customers, suppliers, and employees. Environmental forces include:
    Technology Market forces Political and regulatory forces Social trends

    Forces for Change: Internal Forces Come from decisions made within the company. May originate with top executives and managers and travel in a top-down direction. May originate with front-line employees or labor unions and travel in a bottomup direction.

    Organization Culture Issues Three important issues in an organizations culture:


    Ethics Diversity of employees Leadership behavior

    How does all this fit together?


    Managers and leaders must use good leadership practices to be sure to introduce, develop, reward, and cement ethical practices and positive ways of working with diversity into the organization culture

    Changing Organizational Culture Top leaders can set the tone for a culture and for culture change.
    Leaders who strive for high-quality products and services understand that they must:
    Involve the keepers and holders of the culture. Build on what all organizational members share. Teach new members how to behave.

    Implementing Organizational Change

    Top-down Change Change Agents

    Bottom-up Change

    Targets for Change Individuals Groups The Organization The Environment

    Individual Targets Involves human resource changes


    Changes in this area are triggered by new staffing strategies or by an effort to enhance workforce diversity.
    The number and skills of the human resource component. Improving levels of employee motivation and performance.

    Group Targets Involves changes in the nature of the relationship between managers and subordinates or the relationships within work groups.

    Organizational Targets Changes in any of the following areas:


    Basic goals and strategies of the organization Products, quality, or services offered Organizational structure The composition of work units Organizational processes such as reward, communication, or information processing system The culture

    Environmental Targets Involves changing sectors of an organizations environment


    For example, changes in products or services offered may require new technology or a new distribution system.

    Change agents should take the following steps to obtain a successful change outcome:
    1. 2.

    Establish a sense of urgency. Form a powerful coalition of supporters


    of change.

    5. 6. 7.

    3. 4.

    Create a vision of change. Communicate the vision of change.

    8.

    Empower others to act on the vision. Plan and create short-term wins. Consolidate improvements and produce still more change. Institutionalize new approaches.

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