Changing an Organizational Culture
John W. Smith Jr
John W. Smith Jr
The changing of the culture of an organization has both the pros and cons. Ultimately, it is the job of the OD Consultant to ensure that both management and the employees are both on the same page heading in the same direction in order to reach the goals and objectives of the organization.
The changing of the culture of an organization has both the pros and cons. Ultimately, it is the job of the OD Consultant to ensure that both management and the employees are both on the same page heading in the same direction in order to reach the goals and objectives of the organization.
Changing the culture of a corporation
Managing realistic expectations
Changing the culture of a corporation
Managing realistic expectations
The ability for an OD consultant to assist an organization in changing its culture requires a great deal of understanding about the current organizational culture; its resistors to change and where the organization would like to end up. Prior to identifying the necessary steps for change, having a clear understanding of what a corporate culture is, allows for the next sequential phases of the process to begin. A Corporate culture can be defined in many different ways. Corporate culture is best defined as an interdependent set of beliefs, values, ways of behaving, and tools for living that are so common in a community that they tend to perpetuate themselves, sometimes over long periods of time. (Brown, 2011)
Changing the culture of an organization that is well set in there ways can be terribly difficult. Cultures are made up of almost invisible or unwritten expectations that oftentimes are carried out or passed down by senior employees. Many organizational cultures are harmless and actually set the bar or standards for many organizations to follow. Case in point, IBM also known as big blue, has a well understood culture amongst all of its employees.
At a recent event which was reflecting on IBM 's 100
John W. Smith Jr
The changing of the culture of an organization has both the pros and cons. Ultimately, it is the job of the OD Consultant to ensure that both management and the employees are both on the same page heading in the same direction in order to reach the goals and objectives of the organization.
The changing of the culture of an organization has both the pros and cons. Ultimately, it is the job of the OD Consultant to ensure that both management and the employees are both on the same page heading in the same direction in order to reach the goals and objectives of the organization.
Changing the culture of a corporation
Managing realistic expectations
Changing the culture of a corporation
Managing realistic expectations
The ability for an OD consultant to assist an organization in changing its culture requires a great deal of understanding about the current organizational culture; its resistors to change and where the organization would like to end up. Prior to identifying the necessary steps for change, having a clear understanding of what a corporate culture is, allows for the next sequential phases of the process to begin. A Corporate culture can be defined in many different ways. Corporate culture is best defined as an interdependent set of beliefs, values, ways of behaving, and tools for living that are so common in a community that they tend to perpetuate themselves, sometimes over long periods of time. (Brown, 2011)
Changing the culture of an organization that is well set in there ways can be terribly difficult. Cultures are made up of almost invisible or unwritten expectations that oftentimes are carried out or passed down by senior employees. Many organizational cultures are harmless and actually set the bar or standards for many organizations to follow. Case in point, IBM also known as big blue, has a well understood culture amongst all of its employees.
At a recent event which was reflecting on IBM 's 100
References: * http://www.cnet.com/1990-11136_1-6278387-1.html - Top 10 dot-com flops * http://www.eweek.com/c/a/IT-Infrastructure/IBMs-Palmisano-Credits-Culture-for-Big-Blues-Success-834131/ * Flanagan, Patrick; (2010), The ABCs of changing corporate culture; Management Review (p57) * Cresie, John (2005, 12) - CHANGING THE CULTURE OF YOUR ORGANIZATION; Law and Order (p74-78) * Brown, D. (2011) An Experiential Approach to Organization Development. Saddle River: Pearson * Maher, M.A. (2010, 06,06) Diagnosing and Changing Organizational Culture Based on the Competing Values Framework; Journal of Organizational Change Management (p300-303)