Organizational Change PCM

Topics: Organizational culture, Culture, Organizational studies Pages: 6 (1143 words) Published: June 18, 2015
Organization’s Culture Change Management
Organizations are made up of people and their relationships with each one in turn. Changes in procedure, structure, advances, and items don't happen on their own, and changes in any of these regions include changes in individuals also. Representatives must figure out how to utilize new advances, or market new items, or work viably in a group based structure. Sometimes achieving a new way of thinking requires a focused change in the underlying corporate social qualities and standards. Changing corporate culture fundamentally shifts how work is done in an organization and generally leads to renewed commitment and empowerment of employees and a stronger bond between the company and its customers (Daft, 2007). Organization culture:

Organizational culture grows over time. People are comfortable with the current culture. For people to consider culture change, usually a significant event must occur. An event that rocks their world such as flirting with bankruptcy, a significant loss of sales and customers, or losing a million dollars, might get peoples' attention. Organizational culture change is possible. It requires understanding, commitment, and tools. Steps in Organizational Culture Change

The organization must plan where it wants to go before trying to make any changes in the organizational culture. With a clear picture of where the organization is currently, the organization can plan where it wants to be next. Mission, vision, and values: to provide a framework for the assessment and evaluation of the current organizational culture, organization needs to develop a picture of its desired future. What does the organization want to create for the future? Mission, vision, and values should be examined for both the strategic and the value based components of the organization. Finally, the individuals in the organization must decide to change their behavior to create the desired organizational culture. This is the hardest step in culture change (Heathfield, n.d). It is more difficult to change the culture of an existing organization than to create a culture in a brand new organization. When an organizational culture is already established, people must unlearn the old values, assumptions, and behaviors before they can learn the new ones. The two most important elements for creating organizational cultural change are executive support and training. Executive support: Executives in the organization must support the cultural change, and in ways beyond verbal support. They must show behavioral support for the cultural change. Executives must lead the change by changing their own behaviors. It is extremely important for executives to consistently support the change. Training: Culture change depends on behavior change. Members of the organization must clearly understand what is expected of them, and must know how to actually do the new behaviors, once they have been defined. Training can be very useful in both communicating expectations and teaching new behaviors. Additional Ways to Change the Organizational Culture:

Other components important in changing the culture of an organization are: Practice effective communication: keeping all employees informed about the organizational culture change process ensures commitment and success. Telling employees what is expected of them is critical for effective organizational culture change. Create value and belief statements: use employee focus groups, by department, to put the mission, vision, and values into words that state their impact on each employee's job. For one job, the employee stated: "I live the value of quality patient care by listening attentively whenever a patient speaks." This exercise gives all employees a common understanding of the desired culture that actually reflects the actions they must commit to on their jobs. Review organizational structure: changing the physical structure of the company to align it with the desired...

References: Daft L. R., (2007).Managing Dynamic Processes pg: 420-21. ORGANIZATION THEORY AND DESIGN
Heathfield H. S., (n.d). How to Change Your Culture Retrieved from
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