Cultural Change; Accept or Change?

In: Business and Management

Submitted By hhs969
Words 2448
Pages 10
| | | | | | | |

The culture becomes an identity of an organization depicted by rituals, procedure which are prescribed , language, emblem and artifacts. (Clegg, Kornberger & Pitsis 2011) When a leader associates oneself with an organization, he has to amalgamate the transactional and transformational approach in a way that it is beneficial for the progression and it proves to be productive. Changing organization's culture is an intricate task and certainly very arduous as rightly put by Schein(1992) it is the organization's composition and basal utility. If the culture is very conducive and its pertaining to a large organization which has succeeded in one's endeavors; a leader may adapt to the new culture considering the changes would not bring adequate and prominent changes since at times it becomes difficult to transmute in such organizations. A leader determined to change the culture has to be confident in his abilities and new management style and needs to make sure if its pertinent and easily adaptable. As per the survey cited in Carr et al. (1996) around 10% of the organizations were successful to confine the new management approach in the institution and the percentage up till now is somewhat around 15 to 19%. When a leader joins an organization and truly believes if there is a scope for change and can attain break through, leader should certainly opt for it considering various factors such as increase in revenue and monetary gains, customer satisfaction, technological advancement, improved process and control mechanism and acquiring an edge over the competitors. (Smith, M.E., 2003) The leader's aim needs to be pellucid, attainable and viable. The competitive priorities needs to be aligned with the company's scope and indispensable role played by the middle rank executives at business units. (Morrill 2008)
Leaders as the name…...

Similar Documents

Change and Cultural Case Study Ii

...Change and Culture Case Study II Change and Culture Case Study II Mergers are more than just two companies joining together to become one. There are additional changes that have to take place in order for the merging facilities to exist as one. The new organization mission and vision must be defined and communicated. There will also be a need to redesign and redirect nuisances, task, and job performance measures. The merger between Health care Facility A and Health Care Facility B was initiated six months ago. The merger created the Open Health Care Facility. This facility was forced to eliminate jobs because of duplicate positions and job responsibilities. Each health care facility contributed their own area experts in all fields and to align the staff with the budget allocations, staffing was reduced tremendously. There have been changes in the organizational structure, changes and enhancements in processes and production, and changes in the quantity of staff members. The newly structured administration sees a need for a redesign of patient care delivery because of all the changes and enhancements implemented. A suggestion was made to use the universal worker concept. Consider the words universal worker in a health care facility. This could mean that one person is capable of doing all task in every position and department. Can you say “burn out”? Burn out of employees could be one reason why the universal worker model often failed in other......

Words: 1940 - Pages: 8

A Change for a Change

...A change for a change Kathryn Fleming POL201 Demian Fontanella Nov. 5 2012 President Obama signed into law the Patient Protection and Affordable Care Act on March 23, 2010. This is also widely known as “Obama care” and is the new Medicaid. This comprehensive health reform law has brought about significant changes in the health system. I am specifically focusing on three of the main components of the law, delivery system improvements, health insurance coverage and cost containment. Though many may disagree with the “right” solution when it comes to Obama care, it is commonly agreed that there is a fundamental problem with the current healthcare system: nearly 50 million people in this nation are without insurance and those who are covered face high premiums with plans that do not cover the services they need. This current system is inefficient and therefore is poor quality and creates high cost. The ultimate goal of the legislation was to extend both private and public coverage to about 32 million people who were uninsured; to improve access to quality coverage for the uninsured; to improve how affordable coverage would be; and to ultimately reduce the overall growth in health care costs. Now for the pros and cons of this law, this was passed on June 29 2012. The pros of this law are that Patients with pre-existing conditions cannot be denied coverage by insurance companies, and companies can no longer drop someone once they get sick. This also means that if an......

Words: 756 - Pages: 4

Change

...“Change will not come if we wait for some other person, or if we wait for some other time. We are the ones we've been waiting for. We are the change that we seek Change management is one of the most keenly studied management disciplines today. Keeping in mind the fact that the organisations, which embrace change, are likely to be most successful one.  For this reason, many firms and institutions are alert to the need of continually monitoring their structure and procedures with a view of improving them. This article focuses not only on the change but the whole process of change – starting from the introduction to the consolidation of change. Definitions of change: o As a society, we have been moving from old to the new. And we are still in motion. Caught between eras, we experience turbulence.' - JOHN NAISBETT Change is inevitable in the life of an organization. o According to Stephen P. Robbins- change is concerned with making things different. Things must be different because they change constantly. o Change can be defined as – when an organizational system is disturbed by some internal or external force, change frequently occurs. Change as a process, is simply modification of the structure or process of a system. It may be good or bad, the concept is descriptive only." Outside environment of the organization is ever changing, even socially and politically we are always on the move, looking for newer and better ways of doing things. The industrial revolution......

Words: 2274 - Pages: 10

Change

...Change. Some thrive on it, while others resist it. Why is it that two individuals can look at the same thing and think totally different thoughts? Half full, half empty so to speak. Some see possibilities and some see consequences, some see change as essential, while others fear the worst. Reluctance seems to predominate wherever changes require movement into the unknown, and is a very natural reaction. Proposed change signifies the loss of something familiar or comfortable, and it takes time to work through this process, but it's also important to move people forward and get them involved in the new change and working toward positive goals for the future. Understanding of resistance to change, most people are likely to put up several barriers to change, often without recognizing that they are forming these barriers. Emotion is always a part of change, both positive and negative. Attitudes towards change result from a complex interplay of emotions and cognitive processes. Because of this complexity everyone reacts to change differently. On the positive side, change is seen as a kin to opportunity, rejuvenation, progress, innovation, and growth. But just as legitimately, change can also be seen as a kin to instability, upheaval, unpredictability, threat, and disorientation. Whether employees perceive change with fear, anxiety and demoralization, or with excitement and confidence, or somewhere in between, depends partially on the individual's psychological makeup, partially......

Words: 898 - Pages: 4

Change

...(Singapore) MANAGING CHANGE (BMGT2001S) STUDY GUIDE BSc19 FT / Singapore Copyright June 2013 1 Authors: Dr. Evelyn Roche and Mr. Mogan Swamy (June, 2013) This manual was prepared for University College Dublin as a comprehensive support for students completing the above mentioned Degree programme. © This publication may not be reproduced, in whole or in part without permission in from University College Dublin. Module Co-ordinators: Evelyn Roche & Mogan Swamy Contact details Tel: 65-3095755 Office: 65-3095755 Email: e.roche1954@gmail.com Email: mogan.swamy@kaplan.com 2 1. TABLE OF CONTENTS PAGE Welcome message 1. INTRODUCTION a. Background details b. Module aims 2. MODULE OUTLINE a. Module learning outcomes b. Themes and topics c. Learning supports 3. MODULE DELIVERY SCHEDULE a. Session arrangements b. Student engagement c. Office hours arrangements 4. ASSESSMENT DETAILS a. Assignments b. Module assessment components i. Assignment 1 – Individual Assignment ii. Assignment 2 - Group Project iii. Assignment 3 – Written Examination 4 5 6 10 13 5. GRADING a. University grading policy b. Grade descriptors for assessment components 6. CONCLUDING COMMENTS APPENDICES 17 24 25 3 Welcome message Welcome to the Managing Change module. Studying change management is important because factors such as the availability of credit, technological advances, increasing competitive pressures, changes in the boundaries of......

Words: 7865 - Pages: 32

Change

...There have been a lot of changes in my life. Whether global or personal, change will always have some sort of effect on whomever or whatever it may be applied to. Whether the change be good or bad is entirely up to the “victim”. A lot of the changes that had happened to me throughout my life, i.e. growing up poor and moving or growing up in the ghetto, I had originally thought to be terrible. I was a person that most would not want to be, one that I’m ashamed to say that I was. But as change always does, it kept coming. Eventually my lifestyle landed me in jail, where I made the decision to want change. But this time I wanted to control my change and become better through it. So I joined the U.S. Army. This is where I met a good friend who helped me to see that maybe my lifestyle hadn’t been so bad. It had allowed me to see firsthand how cruelty felt and how it affected people. Change taught me to let go of pride, to accept people to the best of my ability. To shut my mouth, and to open my eyes and ears to the words and sounds of the world. It’s amazing what one can learn when they want it. Thanks to change, I came to class without even the slightest inkling of fear because I knew how to listen, learn, and accept. These skills can be applied to all aspects of life, which is why I can’t speak of worry of challenges that I may be met with. I have no fear, just want. I want to think hard, I want to be puzzled. I want to prove that I will never again feel......

Words: 319 - Pages: 2

Memo and Cultural Change in the Business Environment

...Memo To: Dr. No From: Student CC: Health Task Force Date: 4/19/2014 Re: Organizational Change / General Motors Apple Inc: Name of Organization: Apple Inc. Apple Company Address: 1 Infinite Loop, Cupertino, CA 95014 Apple Telephone Number: 408-996-1010 Mission Statement Apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through its innovative hardware, software and Internet offerings.( drdianehamilton 2011) Overview of Apple Inc: Apple ignited the personal computer revolution in the 1970s with the Apple II and reinvented the personal computer in the 1980s with the Macintosh. Apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through its innovative hardware, software and Internet offerings. (Apple.com/investor) When you imagine the creative process at Apple, at first you may not picture someone in HR. Or operations. Or finance. But we expect creative thinking and solutions from everyone here, no matter what their responsibilities are. Innovation takes many forms, and our people seem to find new ones every day. (Apple.com 2012) Issues at Apple Inc: The issues at Apple Incorporated varied over time from a relative incubator working in a garage developed in computers and software garnered from Xerox corporation to that of a major innovative industry player and...

Words: 1308 - Pages: 6

Global Cultural Changes in Worldwide Telecommunications, Inc.

...Global Cultural Changes in Worldwide Telecommunications, Inc. Kayla Harvey, Monica Johnson, Angela Lambert, Joseph Caston COMM/215 August 25, 2014 Rebecca Kinney Global Cultural Changes in Worldwide Telecommunications, Inc. Expanding in a global environment takes a company that is diverse and understands cultural diversity. As a leader in the cable industry, Worldwide Telecommunications has a diverse global portfolio with an emphasis on social development. The company is headquartered on the east coast and has satellite offices in various cities around the country. In each office, there is a diversity champion who aligns employees with business core values. This helps to keep the business ahead of competitors because global partners and stakeholders from international markets trust our business track record which has a direct, tangible return on their investment. In terms of expansion, branching into the European market will require a seamless integration for advance corporate advisors to setup the framework for follow on employees. Moreover, a robust cultural conscience is absolutely crucial to future endeavors and is driven home by upper management. With a workforce consisting of many different ethnicities, a focus on communication barriers is paramount to a successful business approach. As industry needs change, and expansion being imminent, cultural diversity is more important than ever. The full definition of cultural change is the modification of a society......

Words: 1771 - Pages: 8

Gm Cultural Change

...years GM has been focusing on cultural change and cost cutting programs. The new GM revealed its new emphasis after bankruptcy, which focused on “customers, cars and culture” (History & Heritage-Rebirth, n.d.). Brinkley introduced a new mandatory training program for all managers to take called “Leading in Today’s GM”. She has also implemented annual employee engagement surveys (Grossman, 2012). GM has been criticized for their top down approach of culture changing in the past. The company has a history of mistrust towards its employees. In my opinion it is a company’s biggest failure- not learning from other “top-down culture” changes that did not place trust in their employees. After learning about the conflict techniques, it’s so important to collaborate when making important decisions that require a solution. When you involve your employees they are more bought in and more involved with the change. I believe that in order for the cultural change to be completely successful, GM must empower their workers and encourage their workers to be an active part in the change program rather than just telling them what to do. The Society for Human Resources Management (2010) states, “for leaders, the road to successful change begins with the self. Once they have developed a clear view of their own strengths and weaknesses—preferably by means of a formal, validated assessment process—they will be able to address potential derailers and lead change with confidence” (n.p.). ......

Words: 687 - Pages: 3

Cultural Change and Shifting Views of America

...Cultural Change and Shifting Views of America During the world fair of 1893, in Chicago the Exposition celebrated the discovery of America. The World Fair show and displayed some of the more beautiful architecture of its time; its vast buildings and sculptures drew greatly from Greek and other classical styles of Arts. The images that was communicated by the present of the 1883 Chicago World Fair was a tribute to the dedication of America culture and the advancement they have progressed over the last few years. There was two intentions on the communication on the fair one was the White City in which held numerous amount of artistic and industrial exhibits, while the other was the Midway Plaisance a mile long strip that included ethnographic displays, shops, and entertainment. The image that they wanted to communicate the American culture and the advances in which they have made over the years. The difference between the art work of the Gilded Ages and the Ashcan school. The gilded age art was more of a political concept and directed by the wealthy while the Ashcan school of art was inspired by the everyday society and the everyday life of society with no political a gender in mind. The relationship between art and culture is that art is made from life. It is basically life creation. For example art is anything it can be from an instrument to the music that strives form it. Art is life, the study and creation of life. Culture is like a tradition......

Words: 328 - Pages: 2

Organizational Cultural Change

...Organizational Change Case Apogee Digital is a small company with small top management team and engineers. It has very small technical marketers team. AD has better revenue and gross profit but with small market share in the USA and Korea. AD has been competitive to other worldwide companies in same sector, but it didn’t build much global marketing and generates small revenue by proving technical assistance. Overall Apogee Digital success but Foster is concerned about the future of the company because it a small company in the game. Company had demand for its products in the market but it is not globalized. To overcome of this organization change the following changes are to be made in the company. The main possible changes are to encourage the employees to brainstorm for new technology and creating a diverse environment in the company and management support for creativity and to expand internationally with marketing strategies and customer services. To improve performance by energizing employees by appealing to their higher ideas and values. Create open and spacious environment to share their ideas. By having high level agreement among employees and high level of intensity. Change in the international market strategy and the customer relationship and service with technical assistance. Changing the management can mitigate much resistance by engaging employees. If we do change management right from the first time, we can prevent much of the resistance from ever occurring.......

Words: 250 - Pages: 1

Change

...People think of change as the "vision thing" but it is much more than that. Implementing change is integrated to scanning the environment, estimating the situation, determining organizational direction, understanding culture of the organization, leveraging that culture, and planning out the actions needed to make the change. Being successful in implementing change also is directly related to the leadership style of the organization's top leaders. It is also important to assess the costs of change as well as the cost of not changing. Leaders are trained, educated, and rewarded to make things happen in organizations. What leaders routinely fail to recognize is the link between change and human behavior. The link between change and human behavior either supports or impedes successful implementations of change. To become an implementer of change, you must understand what the environment is like, who you are, what your organization is, and reconcile the differences. You will be more successful if you can adjust your leadership style to one that supports the leader performance demands at the strategic level. Culture is deeply seated within organizations and challenging to change, but leaders can influence an organization's culture. It is difficult and timely, but leaders can have an effect on culture. Edgar Schein, Organizational Culture & Leadership, outlines some specific steps leaders can employ: * Culture follows what leaders pay attention to, measure and control.......

Words: 1806 - Pages: 8

Cultural Change Program - Nab

...Cultural change program 1. Compare and contrast the old and new cultures at NAB The old culture at NAB typifies a “Market Culture”, characterised predominantly by the competitive behaviour of employees and driven by a profit motive. The facts of the case describe a bureaucratic business structure and an internally-focused culture (as opposed to customer-focused). The behaviour exemplified by the trader’s leading up to the 2004 scandal exemplifies that each individual department worked to optimise their own internal efficiency and there was a lack of divisional cooperation and communication (i.e. hoarding important information). Furthermore, the lack of adherence to the bank’s policies demonstrates that the bank had a weak compliance framework – a result of either a lack of awareness of policies and procedure or lack of accountability for when they were breached. Leaders were decisive and achievement orientated, however, the loss of these key personnel following the scandal also meant there was a lack of visible and consistent leadership. Moving away from the old “Profit is King” culture, NAB’s new culture prioritises “people, customers and communities”, and therefore epitomises a “Clan Culture”. A Clan Culture is on the opposite end of the spectrum to a Market Culture (see Appendix 1). Leaders, rather than being hard-drivers, are to be seen by staff as mentors and facilitators. A new emphasis is placed on employee morale and teamwork, so that a sense of family is created......

Words: 362 - Pages: 2

Change

...erald-library.com/ft IJPSM 14,2 Managing organisational change in the public sector Lessons from the privatisation of the Property Service Agency Ron Coram and Bernard Burnes Manchester School of Management, UMIST, Manchester, UK Keywords Organizational change, Public sector management, Privatization, Government agencies, Public authority assets Abstract Whilst organisational change appears to be happening with increasing frequency and magnitude in both the public and private sectors, most of the major studies of change focus on the private sector and tend to derive their approaches to change from that sector. From a review of the literature, it is argued that there is no ``one best way’’ to manage organisational change but that public sector organisations need to adopt an approach to change which matches their needs and situation. The article examines the privatisation of the Property Services Agency (PSA) in order to draw lessons as to how the public sector can and should manage change. It is shown that the privatisation was characterised by a lack of clarity, an over-emphasis on changes to structures and procedures, and staff resistance. However, underpinning this was an inappropriate approach to change. The article concludes that the main lessons of the PSA’s privatisation are that, in such circumstances, it is necessary to adopt an approach to change which incorporates both the structural and cultural aspects of change, and which recognises the need to......

Words: 7817 - Pages: 32

Cultural Changes

...The Cultural Challenges of Doing Business Overseas The Cultural Challenges of Doing Business Overseas Steve Kafka, an American born citizen and a franchisor of Chicago Style Pizza, has decided to expand his business overseas. Steve wants to set-up business in the Czech Republic, a place where he has friends and family. Steve can speak the language fluently and knows the people and culture. Steve must ensure he is aware of the cultural differences between operating a business in another country, determine the comparative advantages, and evaluate the mitigating risks. Economically, Steve needs to research trade barriers, investigate demand, prices, and income elasticity. The United States and the Czech Republic have some major differences in their cultures: values, beliefs, and behaviors. The Czech culture is not as faced paced as the United States and they tend not to eat out as much as Americans. Lunch is the biggest meal of the day whereas in the United States dinner is. This is a potential risk for Steve because pizza is considered a snack in the Czech Republic, whereas in the United States pizza is considered a meal. Czechs do not usually converse during meals. Czechs are very private people and tend not to speak to strangers, smile, or make eye contact. The Czech citizens have become standoffish because they do not easily trust people not of their culture because of the history of their country experiencing invasions. The Czech......

Words: 1241 - Pages: 5