Essay on organisational culture Organisational Culture J. Steven Ott and Abdul M. As we all know, a manager can use legitimate authority to issue formal policies prohibiting or requiring specific acts, types of behavior, and compliance.
Organizational Change Sample Paper Abstract An organization that has great strategies but does not have a culture that can allow it to put the strategy into action seizes to be a prosperous organization. The purpose of this paper is to look into how organizational culture influences success in change strategies.
The paper will expound on what a culture in an organization is and explain the impacts of a company with a solid culture and one with a weaker culture on change. Introduction Organizational culture has various definitions according to different scholars.
A company should change just as the environment does. That is according to management literature.
In the course of globalization and internationalization, there came up technological advancements and the growth of scarcity of resources. This therefore triggers the desire for change in an organization. According to Peter Drucker, change is inevitable.
That means that he juxtaposed change to taxes and death.
Change is postponed for as long as possible since change is not a preferable idea. It is therefore timelier to embrace change when it seems necessary to an organization.
In addition to that, the environment of corporate businesses is changing to be a global norm. This therefore expands the international corporation between companies.
They therefore have to understand the relationship between organizational change and its culture. This paper will start with a literature review of organizational culture and then look into details how organizational culture relates to organizational change.
According to Michael J. According to Ravasi and Schultzorganizational culture is a set of some shared assumptions of the mind that usually guides the actions and interpretations in the organization with definitions of appropriate behavior in various situations.
In addition to that, an organization may adopt a unique culture of its own. In bigger organizations, there are diverse and conflicting cultures that coexist due to the difference in the characters of the management Alvesson, There are various definitions of organizational culture.
This paper will work with the definition that focuses on the relationship between the cultures and change in the companies. Schein defines culture as the mindset and behaviors that people share within an organization.
An organizational culture is an aggregate of other cultures that came up in response to some challenges that the company faced at different times by various groups within the organization. That explains why organizational culture is complex.
In the analysis of the relationship between culture and change, three characteristics are crucial: The purpose of this paper is to expound on the impact of an organizational culture to change. It will start with an explanation of how culture in an organization is a promoter of change and then look into how it is a barrier to change.
Measurement of an organizational culture There are ways that managers can use to measure, assess the cultures in their companies, and therefore increase the likelihood of success in the change management of organizations. The ICF system is reliable and viable since it has been applicable to various companies to assess their cultures Anderson, There are various dimensions used in the assessment of culture in a company.
The first one is assessment via the ability to influence. In this dimension, one looks into the extent that the members of the organization influence on decision-making processes. This is the assessment of how comfortable the members are with risk taking and uncertainties Anderson, The third dimension is time and space orientation.
In space orientation, the physical layout of an organization is of interest. The other dimension is egalitarianism. This is the assessment of the extent to which equal opportunities exist for advancements.
In addition to that, there is assessment of individualism versus collectivism Anderson, Managing Organizational Change Essay (Luecke, , p)1 Organization change is a complex phenomenon and the manager should understand the steps of effective change and any change must be systematic and logical to have a realistic opportunity to succeed.(Ricky W.G, )2 Change is an inherent quality of organizational life and.
Managing through shared vision and with a strong organisational culture has been a very popular prescription for organisations (Deal and Kennedy, , Peters and Waterman , Davies )7, and is also supported by the actions of Pfeiffer who also wanted to preserve Compaq’s culture, which stood for quality, service and innovation.
Organizational culture is a key component in achieving the organizational goals and strategies, improving the organizations’ competitiveness and effectiveness and management of change (Adeyoyin, ).
The third example where it can become necessary to change the culture of the organization is in the even of a merger, or a consolidation of the business the change in the business structure as well as the different business that are undertaken by the organization derive change for the culture in the organization.
Some of the ways in which organisations can achieve this is through assessing the current organisation culture, setting realistic goals, hiring the right people to facilitate change, ensuring consistency in change management, removing the old culture, managing the resistance to change effectively, keeping the momentum of change and to be .
Organizational Culture usually refers to how people feel about the organization, their perception of management and the authority system, and the degree of employee involvement and commitment to attainment of organizational goals.