The objective of this project is to study how companies use step-by-step approach to introduce & implement change in the organization culture; what is the role played by HR department; the challenges faced & steps to overcome them; and how to manage the changes once implemented; to understand a way in which culture can be diagnosed and changed in order to enhance organizational performance.
❖ Organization Culture: The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.
❖ Change Management: It is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It is an organizational process aimed at empowering employees to accept and embrace changes in their current business environment.
❖ Change competence: It is described as the ability to manage change in the environment and to be able to form a continuous renewal of this process. Change competence is also about choosing a change strategy that matches the organization and its member’s experience of change processes.
Scope of the Study:
A change in organizational culture is often more difficult than first realized. Dealing with the collective thoughts, beliefs, fears and anxieties of company employees has given rise to change management processes that help to transition the change. Deeply entrenched beliefs, fear of failure, reluctance to move outside ones comfort zone are areas that require careful planning and consideration to bring into effect desired company wide changes.
A failure to properly manage the change process can result in a dysfunctional culture where people try to apply old outdated modes of operation that are incompatible with new and improved ways to do things.... [continues]
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