Organizational Change & Culture: Overview Presentation

Change

• Organizations should be responsive to change, be innovative and flexible.
• Change influences competitive advantage and success of organizations.
• Human behavior is critical in change processes of an organization.
• Change is an on-going process that never ends and requires effective management.

Types of change

• Technological.
• Structural.
• People.
• Task.

Accepting change is difficult, and people tend to resist change because of fear, anxiety, uncertainty, and the need to perpetuate the status quo.

Managing resistance to change

• Use change models to overcome resistance to change.
• Change models ensure effective management of change processes.
• Some of the change models include Lewin’s and Lussier’s Change Models.
• These models are effective when used well to manage changes in organizations because they define change stages.

Organizational culture

• Organizational cultures reflect shared values and beliefs among employees, which affect how they behave.
• Newcomers should learn such cultures.
• Two dimensions of organizational culture:
  • Strong and weak;
  • Positive and negative.
• Culture is learned, but incompatibility is not acceptable in some organizations.

Organizational climate

• Organizational climate reflects lasting qualities of internal aspects of an organization as defined by employees.
• The climate shows shared perceptions (the way things are done).
• An organization may have a strong culture and a negative climate.
• Rewards, structure, responsibility, warmth, support, and risks among others depict dimensions of climate in an organization.

Organizational development (OD)

• OD is a continuous, planned process of change that helps organizations to enhance effectiveness in overcoming challenges and achieving their strategic objectives.
• Organizational development is critical in managing and changing climate of an organization by diagnosing problems.
• It requires a change agent (a person) to manage OD techniques.

Techniques of OD

• Training and development.
• Performance appraisal.
• Survey feedback.
• Force field analysis.
• Team building.

All these techniques include training.

Problem diagnosis methods may include reviewing records, observing, interviewing people, using questionnaire, and conducting meetings.

Global Differences

• Globalization has brought about the concept of global differences in organizations.
• There are Big Five personality types globally.
• People in all cultures depict variations in openness to change.
• Cultural values have significant impacts on change.
• The US values change and creates a sense of urgency.
• Other countries respond slowly to change.

The relationship among organizational culture, climate, and development

• Culture, climate, and development differ but they have a relationship.
• Organizational culture informs its climate because the idea of culture entails that of a climate.
• Organizational development is a means of transforming culture and climate of an organization.
• Culture, climate, and development differ but they have a relationship.
• Organizational culture informs its climate because the idea of culture entails that of a climate.
• Organizational development is a means of transforming culture and climate of an organization.