AFFECTING CHANGE PAPER

Affecting Change Paper

Affecting Change Paper

Introduction

Workplaces now face constant change, and an effective handling of change is necessary have competency that any organization must develop. Culture is the overall values that define an organization.

The growing frequency and complexity of workplace change requires employees to adapt to change without disruption.

The culture of any organization is a highly important component of the overall system of how an organization is run. There are many areas where an organization can improve its culture. All areas of the organization are integrated under its culture. Culture vs. climate The culture of any organization is defined by how an organization perceives itself. How people that make up the organization feel about the organization. Many experts include staffs' commitment. Another important factor that constitutes the culture is how staff responds to management. Many organizations include the important factor of what the organization stands for as part of their culture. Organizational culture, describes the atmosphere that exists in the organization . it also include the limit to which staff work together. Many experts include the quality of internal communications in the list as well.

How organizational culture is changed from within The first step in changing the culture is the determination of the future. management requires a cognent vision.

An important factor is what the organization imagines itself. The organization has an image of itself that is fundamental to the culture of the organization. The next item on the agenda requires understanding the current picture of organizational culture. This is done by including all the staff. The views should be asked and the staff's views about major aspects of

organization should be collected. A number of different tools could be utilized. Experts suggest the following:

one-on-one meetings, carefully worded individual and department level questionnaires, and group meetings. The questions usually concern internal communications, the orientations of customer service, organizational values, and spoken and unspoken 'norms'. The next step is

the analysis of this snapshot. A comprehensive analysis is carried out and a plan id device for the changes. This will include focus on

particular areas. Over a period of time, a plan

will emerge that will attempt to change the focus of the organizational culture. The plan includes the decision makers' comments and views and the steps required to achieve the plan. At this point, many organizations make the fatal mistake. They fail to communicate the plan to the whole organization. The plan must be communicated to all staff. Stakeholders are another important entity that requires inclusion in the implementation of the vision. This is vital as lack of vision statements and information allows

misinformation, guesswork, and stress to all the concerned individuals.

The complete staff needs

to be fully informed as to what is changing, the reasons of change and what the management is expects of them. The new values and expectations must then be implemented by the

all levels of management including top

and lower management levels. At this point, expectations must be communicated ...