Changer and Culture
IMPACT OF STRATEGIC CHANGE ON ORGANIZATIONAL CULTURE
ABSTRACT
The research will seek to provide an in depth analysis on how various strategic changes initiated and implemented in an organization affects the culture of that particular organization. The types of changes to be considered will be both individual, structural, technological, among others.
All organizations are currently undergoing some type of change. Many of these change programs arise from management fads such as culture change, business process engineering, empowerment and total quality. Other change initiatives are driven by the need for organizations to reposition themselves in the face of changing competitive conditions.
The article will briefly address the various types of change and the routes that can be taken to deliver strategic change and the link between change and culture will also be discussed.
Strategic change involves a radical transition within an organization that encompass strategy, structure, systems, processes and culture. Culture stands for the way of life or of doing things in a particular organization; beliefs, values and meanings that are shared by members of an organization.
The research type will be qualitative in nature and information will be obtained from the following sources: text books, academic journals, internet, seminar and workshop materials and newspapers.
The method to be used will therefore be the review of available literature and use of surveys.
The research should be able to establish, if there exists a relationship between change and organizational culture, the extent to which culture impacts on strategic change, ways of managing culture so as to allow for changes in an organization, the need for strategic change, change management skills and also other factors that are affected by change other than culture.
Organizations should be able to ensure that they have a flexible culture that can allow for sudden and future changes to be implemented. Change affects
ABSTRACT
The research will seek to provide an in depth analysis on how various strategic changes initiated and implemented in an organization affects the culture of that particular organization. The types of changes to be considered will be both individual, structural, technological, among others.
All organizations are currently undergoing some type of change. Many of these change programs arise from management fads such as culture change, business process engineering, empowerment and total quality. Other change initiatives are driven by the need for organizations to reposition themselves in the face of changing competitive conditions.
The article will briefly address the various types of change and the routes that can be taken to deliver strategic change and the link between change and culture will also be discussed.
Strategic change involves a radical transition within an organization that encompass strategy, structure, systems, processes and culture. Culture stands for the way of life or of doing things in a particular organization; beliefs, values and meanings that are shared by members of an organization.
The research type will be qualitative in nature and information will be obtained from the following sources: text books, academic journals, internet, seminar and workshop materials and newspapers.
The method to be used will therefore be the review of available literature and use of surveys.
The research should be able to establish, if there exists a relationship between change and organizational culture, the extent to which culture impacts on strategic change, ways of managing culture so as to allow for changes in an organization, the need for strategic change, change management skills and also other factors that are affected by change other than culture.
Organizations should be able to ensure that they have a flexible culture that can allow for sudden and future changes to be implemented. Change affects
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