Culture Change Report Philips Physical Physique
Abstract
How can a faith based organization recover from an Organizational Culture disaster? How do you stop the leakage from the disaster? The answer is cultural change. An organization can and will recover from a culture damage. The purpose of this paper is to analyze and make an assessment for culture organizational change needed for Philips Physical Physiques. This organization is not a learning organization based on the definition of a learning organization the founder and owner of Philips Physical Physiques decided to hire me to make the necessary recommendation to help this organization to change to a learning organization.
Organizations must consider cultural factors in choosing and implementing any strategy, particularly when considering how it does specific things. Though the systemic issues and relationships in organizational life require that change be approached from multiple directions and at several points, organizations can change in major ways if people experience success with more modest, focused, and specific changes. (Israelit, 2000) Culture Change Report Philips Physical Physique
Philips Physical Physiques (PPP) is a new faith based organization who was having Organizational culture conflicts and challenged right from the beginning of operation. Organizational culture is a very diverse and interesting subject. Organizational culture can be apply to any for-profit corporation, federal or state agency, and non-profit. It is important to understand the process and interworking of an organization. When these aspects are understood, it is easier to understand the reasons why some organizations are successful and why others fail. Not only can a particular model effect how whether or not an organization will survive, but it can determine how the people in a particular organization will be satisfied with the work place. I will discuss my observation and assessment at PPP. For the purposes of this paper, the names that I state are alias’s
How can a faith based organization recover from an Organizational Culture disaster? How do you stop the leakage from the disaster? The answer is cultural change. An organization can and will recover from a culture damage. The purpose of this paper is to analyze and make an assessment for culture organizational change needed for Philips Physical Physiques. This organization is not a learning organization based on the definition of a learning organization the founder and owner of Philips Physical Physiques decided to hire me to make the necessary recommendation to help this organization to change to a learning organization.
Organizations must consider cultural factors in choosing and implementing any strategy, particularly when considering how it does specific things. Though the systemic issues and relationships in organizational life require that change be approached from multiple directions and at several points, organizations can change in major ways if people experience success with more modest, focused, and specific changes. (Israelit, 2000) Culture Change Report Philips Physical Physique
Philips Physical Physiques (PPP) is a new faith based organization who was having Organizational culture conflicts and challenged right from the beginning of operation. Organizational culture is a very diverse and interesting subject. Organizational culture can be apply to any for-profit corporation, federal or state agency, and non-profit. It is important to understand the process and interworking of an organization. When these aspects are understood, it is easier to understand the reasons why some organizations are successful and why others fail. Not only can a particular model effect how whether or not an organization will survive, but it can determine how the people in a particular organization will be satisfied with the work place. I will discuss my observation and assessment at PPP. For the purposes of this paper, the names that I state are alias’s
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