Organisational Culture Case Study

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CASE STUDY: ORGANISATIONAL CULTURE

TRANSACT INSURANCE LTD

TOTAL NUMBER OF WORDS: 4,621, 17 PAGES.

TABLE OF CONTENTS

1.INTRODUCTION3

2.ORGANISATIONAL CULTURE AND CHANGE3
2.1Background and Definition3
2.2Characteristics of Culture5
2.2.1Observed behavioural regularities5
2.2.2Norms5
2.2.3Dominant values5
2.2.4Philosophy5
2.2.5Rules6
2.2.6Organisational climate6
2.3Dimensions of Culture6
2.3.1Power dimension:6
2.3.2Role dimension6
2.3.3Achievement Dimension7
2.3.4Support dimension7

3.A LEARNING ORGANISATION8
3.1Culture Facilitating Learning8

4.Diagnosing Organisational Culture9

5.TRANSACT INSURANCE LTD9

6.CHANGES AFFECTING AND EFFECTING TRANSACT10
6.1.Leadership and Power10
6.2.Information Sharing11
6.3.Support and Empathy11
6.4.Empowerment and Personal Responsibility11

7.21ST CENTURY ORGANISATIONS11

8.ORGANISATIONAL CHANGE WITHIN TRANSACT’12
8.1Assess the Current Culture12
8.2Set Realistic Goals Impacting on Bottom Line12
8.3Recruitment of Personnel13
8.4Employee Involvement13
8.5Removing evidence of old cultures13
8.6Change must happen from the top down14

9.CONCLUSION14

10.REFERENCES15

11.SELF-ASSESSMENT16
1.INTRODUCTION

Transact Insurance Ltd is currently undergoing some changes in its organisation as a result external impacts on its environment. This change has also meant a change in the organisations culture and way of operating. As a result, they have faced some challenges and difficulties in implementing this culture change.

My discussion will look at firstly look at defining culture and change. Its characteristics and dimensions are explained and defined it an attempt to understand what organisational development is all about. Once the definition and understanding is clarified, I will look at how we can assess culture within an organisation. Once cannot attempt to change something if you don’t fully understand it.

Transact Insurance Ltd is operating within the 21st century and I will highlight aspects of organisations operating within the 21st century and along side that define what a learning organisation is all about. This being critical for success in today’s fast changing environment.

A critical look will then follow of where Transact Insurance Ltd is at present in relation to culture and change and where it ideally should be. Inclosing I will make recommendations based on the above assessment which will assist the organisation with moving from its current state to its desired state.

2. ORGANISATIONAL CULTURE AND CHANGE

1. Background and Definition
Change, massive and fast-paced change is impacting on all facets of society, creating new dimensions and great uncertainty. As changes occur in the workforce, technology, economy, legislation, competition, social trends and world politics, it is inevitable that managers and organisations will have to initiate change interventions to adapt to these changes in order to survive. It is evident in so many organisations today that unless managers adapt to changes, they will not survive. Transact Insurance LTD (herein referred to as Transact), board of directors responded to the increasing competitiveness and the need to improve customer service and by doing so employed a new managing director in an attempt to bring about positive change. Changes such as improving quality, increasing innovation, adopting a customer orientation are so fundamental and often times means changing the organisational culture.

Every organisation has a culture. However, like many other concepts, organisational culture is not defined the same way by any two popular theorists or researchers. Some of the definitions of culture in Gibson, Ivancevich, Donelly (2000) describe it as: ▪ Symbols, language, ideologies, rituals, myths.

▪ Organisational scripts...
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