CULTURE AND CHANGE

Organisational Culture and Change Management

Organisational Culture and Change Management

Part A

Introduction

The organisational culture is known as the series of thoughts, rules and principles from which to build the framework or set of actions that establish future goals and development organization. Within the conceptual framework, organisational culture is unique in behaviours manifested by significant members of an organisation, which facilitates behaviour in the same and are identified primarily through a set of management practices and or directives as elements of organisational dynamics. In this regard, one researcher argued that it is important to know the kind of culture of an organization, because the values ??and standards will influence the behaviour of individuals. By cultivating a culture in the organisation supported by its values, is intended to enable all members to develop identification with the organisation's strategic purpose and direction to be deployed conduct self-controlled. Therefore, the importance of organisational culture and change management will be discussed in this topic.

History of OCMM theory

Despite its vast and long history of development in relation to the organization, the implementation of the concept of culture started around few years ago. Although, it is not more than 60-70 years ago but the importance of this concept was realised at a later period. The reason for its use in this area was the results which were obtained by specialists in management, scientists, psychologists, sociologists, and representatives of other scientific disciplines in various experiments. It was even conducted in basic theoretical research that highlighted the importance of social relations in the twentieth century. In the second half of the last century, the concept of organizational culture firmly entered in the heads of organisations. Some saw it as a reason for their failures in the implementation of innovations; while others explained the fundamental impossibility of managing an organization in full, others have tried to use culture as an inexhaustible source of resources. (Argyris, 1994, pp.23-39)

Various OCMM Theories

From mid-30s of the twentieth century, they began to apply various theories about the nature of organizational culture, and current interest in the concept of organisational culture has grown even more, and in many areas of science. In their opinion, the reason for this was available which can be attributed by the words of the philosopher known as A. Arseniev who stressed the importance of convergence. However, most of the key issues related to organisational culture produced by them were not new. This indicated a fairly large volume of publications, of which; however, only a small part of a purely scientific perspective was produced. There were also a variety of case studies, practical guidance for the analysis of approaches to organisational culture, the presentation of behaviours, etc. (Becker, 1993, pp.14-43)

Contributions of different theories

When a new organisational culture is brought to the company, the existing employees feels uncomfortable and tries to resist it. However, if the benefits of the change can be properly communicated to the organisation, then the employees would not feel ...