MANAGING ORGANIZATIONAL CULTURE

Managing Organisational Culture

Managing Organizational Culture

Introduction

In today's world, the only thing that is constant is change. In order to meet your steps with the rest of the world, it is imperative to adopt these changes. Adoption of change is not an easy task especially in organizations. It becomes difficult in an organization to adopt and accept changes because in an organization, many different people work together in a setting and, whenever change is introduced to they resist these changes. Managers adopt variegated forms, techniques and method to implement these changes. Bringing a change in an organization affects each and every aspect of the organization. The main objective of this paper is to talk about organization change. This paper discusses the impact of implementing and managing change on culture of the organization and barriers to implementing change (Trompenaars, 2000, 44).

Organizational Culture

Corporate culture can be defined as set of behaviours that are embraced by the organization in adapting to the external environment and internal integration, which showed its effectiveness and shared by the majority members of the organization. There are several definitions of organizational or corporate culture. First and foremost, corporate culture can be defined as learned and applied values and norms by members of the organization that define its behavior, atmosphere or social climate.

Organizational culture in the cases of companies or governments as a corporate culture or just managerial culture refers to a concept of organizational theory and describes the origins, development and the impact of cultural issues within organizations. The organizational culture affects all aspects of management such as decision making, relationships with colleagues, customers and suppliers, communication, etc. Every activity in an organization is coloured by the culture of the organization. Understanding the organizational culture allows members of the organization to achieve their goals more effectively and helps the outsiders to understand the organization in a better way and the right way (Schneider & Barsoux 2003, 56).

Factors affecting the organizational culture

The factors that most frequently affect an organization are listed below:

History and ownership: By understanding the ownership and responsibility, control of the results and means to achieve them, we say that a central property of the organization tends to create high power environment where resources are controlled. Meanwhile, older organizations tend to be structured with high levels of power control and well focused.

Size: A large organization tends to have a well defined structure, controls very specific, each member has a clear vision of their responsibilities. A small company provides greater flexibility, as well as an outstanding effort from each of its members.

The technology: This plays an important role in the development of enterprises. In organizations with a very changing requires sources of power very clear, like a certain degree of individualism to address these challenges.

Goals and Objectives: The objectives of a business vary according to the strategies.

Staff: It is a very important resource. The possibility of changing the culture of an organization depends on the characteristics that have members. It means that everyone agrees, but changes its ...