ORGANIZATIONAL CULTURE

Organizational Culture

Organizational Culture

The culture of an organization is created by its values, principles, beliefs, internal and external policies, systems, and climate. There are certain rules and regulations by which all the members of the organization should follow and adopt guidelines and assumptions in order to conduct their work. Organizational culture makes an environment at the workplace that created from the interaction of the employees. Management and leaders of the company play an enormous role in significant organizational culture with the help of their action and leadership qualities. Though, all the employees of an organization contribute towards the organizational culture (Weick & Quinn, 1999). Companies depend on their employees to adapt to changes; but, the adaptation is usually slow and sometimes often difficult and even unsuccessful.

The reaction of the employees change and vary depending on the character of transformation and the value that people place on satisfying varying individual needs. Employees react in various ways to change i.e. from passively resisting it, silencing its advocates, refusing to engage in cooperative problem solving, refusing to seek common ground, sabotaging, and aggressively trying to undermine it, to sincerely embracing it. An over-reliance on external catalysts, and a failure to develop line manager's skills in the changed arena; indicates that the managers just do not have the capability and capacity to implement change (Walker, 1986).

The organizational change is one strategy that regulation refers to the need for change. This need is based on the vision of the organization to have a better performance management, social, technical and evaluation of improvements. Individuals in every organization are unaccustomed to change and always likely to stay and do the same job all the time, so there may be two reactions of this individual to the change, denial and affirmation. Individuals tend to react or resist the new habits because they don`t want to learn new things.

Change management is the significant factor behind the success of many companies. For instance; companies like Coca Cola adopt new changes and welcomes innovations and creativity. The changing trends and preferences of the market need the organizations to change with respect to that. On the other hand, the organizations which do not want to change stay behind and cannot be able to achieve their goals. Another example of the successful change management is from the company - Unilever. The company bring on new changes in order to be competitive in the market and this is the key factor which provides the company a competitive advantage. From the perspective of organizations (not necessarily business), the Change Management includes the processes and tools to manage the human impact of a transition. These tools include a structured approach that can be effectively used to create, accompany and support the transition, helping the organization to create and govern their own transformation. The reaction of the workforce varies with respect to the change and vary depending on the character of transformation and the value that people place on satisfying varying individual ...