Organizational Culture in Change Management

Organizational Culture in Change Management Introduction The success of a story of a company depends on certain conditions. These conditions can be thought of as mandatory when starting a business. The conditions being referred to are:Advertising We will write a custom research paper sample on Organizational Culture in Change Management specifically for you for only $16.05 $11/page Learn More Tapping the market of products and services that has little or no competition. Offer services or products that cannot be provided by anyone else. If a product owns a large share of the market, then the organization has no worries regarding its competition. Getting rid of the competition by letting them compete against each other. If the company is the sole buyer of a product, then it is easy to negotiate a price with the supplier. These factors seem like the ideal situation to start a business and would most probably generate high revenue. But, in reality the top leading companies of the United States never eve n applied one of these rules, and yet their stocks rocketed in the capital markets from 1972 to 2002. So the question arises: What was their secret of success? What was the factor that made these companies one of the best companies of all time? The answer is quite simple organizational culture. Discussion It is understood that there is no universally accepted definition of organizational culture; however, we can say that organizational culture is the factors and the points that contribute the surroundings of an organization in multiple ways. These factors can range from the belief of an individual to the acts of an entire group the organization culture of any institution plays a huge role in its productivity. But, applying changes to the organizational culture is not easy it takes a lot of hard work, effort, and can be a time consuming process. A culture that develops within an organization is quite difficult to change and if someone joins the organization they have to adapt to the new culture, and eventually he or she becomes a part of that culture. These employees eventually try to preserve that environment to which they have gotten used to. Those who do not fit the culture usually tend to leave the place. Some institutions tend to penalize the person whose behavior is not in accordance to the culture that prevail wit in that organization. Learning within an organization is a difficult phase, but it is an important one if the person is to maintain his job (Todd, 1999).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Research on the management of organizational culture and organizational control is very limited. Moreover, through studies it has been established that there is a relation between the two it is still not clear to what extent is the effect of organizational culture and how to control or manage it. Little has been known on the phenomenon of organizational culture, and there has still been no proper way known to measure it. While some believe that there is no method to measure organizational culture, others believe that some factors can be taken into account to measure organizational culture (Lawson Ventriss, 1992). A majority of researchers believe that organizational culture can increase the productivity of the company. These researches suggest that changes focused on the organizational culture and the implementation of a proper plan in the right sectors could move the company in the desired direction towards progress (Lawson Ventriss, 1992). The collective efficiencies are one of those facts that can have a huge impact on the financial and productive output of a company, with each individual performing to the best of his or her abilities can improve the culture of an organization and can bring about a positive change in the companies’ atmosphere. However, some scholars believe that attitude of employees towards their job is not the deciding factor towards the change in the organizational culture, but it is in fact the attitude of the CEO that makes the true difference. The CEO is responsible for setting the goal for the organization and making sure that everyone including himself work towards achieving that goal. He should inspire and motivate his employees by bringing out the best out of each of them.Advertising We will write a custom research paper sample on Organizational Culture in Change Management specifically for you for only $16.05 $11/page Learn More His attitude towards employees, the company and his own work is of real impact to bringing change in an organization. Also, the success of a CEO lies with his ability to decide when change in an organization is required and how to bring about that change. In short, the dynamic leadership of a CEO is the true essence of an organizational culture (Tsuia Zhang, 2006). Another author suggests that certai n individual figures within an organization play a vital role in the organization culture and through those individuals a change can be brought about within an organization (Curado, 2006). Defining organizational learning is a topic of great controversy. There is no single acceptable definition, and definitions vary with each author. Organizational learning has been defined by different authors through different means with little or no common grounds between them. But, it is the author’s personal view that organizational learning is a mutual sharing of ideas and resources. Since, organizational learning is relatively a new branch of studies; therefore, there is still time in a standard definition to emerge. It is not only the definition of organization learning that has raised confusion, but also different terms relating to organizational learning are in need of standardization, and just like the definition all these terms are defined by different authors in different ways. U nlike individual learning organizational learning depends upon information possessed by each member of the organization and his ability to interact and share this knowledge with his peers and his colleagues.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organization learning is lot simpler and less time consuming than individual learning because in organizational learning, one has to observe the culture he is surrounded by and simply pick up information from there on. Another advantage of organizational learning is that it helps to cultivate competent employees, which in return attract clients towards the organization. It is believed that organizations with a better understanding of organizational learning can easily adapt to change providing the organization a competitive edge over other firms (Curado, 2006). On the other hand, Mackenzie states that organization learning cannot be used in a rapid changing environment. Organizational learning is a slow process and needs time to be implemented into the system. Even after the slow implementation of organizational learning there is no guarantee that the organization change would result in the financial benefit or would it result in the financial loss (Mackenzie, 2004). Organizational change is again a topic of great confusion. The facts and reasons for a change in an organization are not clear. Although, most authors believe that the real reason for change is the ever growing influence of information technology on other fields. IT has long been thought as the deciding factor in bringing change to an organization, and the organization culture has long been thought to be the opposing force. The world of business is changing every day, new competition, and changing monetary policies etc. are all things that organizations have to adapt to. In order to increase the life span of an organization, they have to bring about changes to their systems. Burke Litwin (1992) state that for a change to occur three factors must be present. First the trigger that would cause the need for a change, the second fact that must be taken into account is that the miniscule activities within the organization must not be ignored. Third and perhaps the most difficult principle to cope with is the sudden change when the organization least accepts it and is not ready or has not planned for it. No one knows why the sudden change occurs or if there are more than one factor causing this change. There are two ways of implementing change in an organization. Incremental change Radical change Incremental method, to put in simple words, is a change that is brought on in an organization slowly and gradually with the passage of time. Incremental method ensures that change is brought about in an organization without drastically disturbing the existing culture of the organization. Incremental method can be seen taking place in an organization though daily activities of the organization. For the incremental process to work properly, the organization has to define its goals and plan out the process keeping in view the competency and adaptability of the workforce of the organization. To implement incremental change successfully the company has to implement some policies or have to follow some guidelines. Firstly, the company before it starts out has to outline its objectives it intends to achieve from implementing the change and what steps will be undertaken to bring about that change. Secondly, allowing employees to familiarize themselves with the new system. Lastly, enabling a culture that allows growth and which can easily accept change (Myers Hulks, 2012). When it comes to the programs that can be implemented or used to bring change, managers have a range of choice. They could either have custom made programs specifically for their needs or they can buy general purpose programs. It all depends upon the needs of the organization. However, there are certain issues that must be given consideration when choosing the right types of programs. For example, corporate wide programs may be great to help familiarize employees with the inevitable change utilize a lot of resources and can reduce the efficiency of the organization. In the same way, general purpose pro grams can be bought right away without much planning, and they may not serve the purpose as these programs are not specific to the needs of the organization. These decisions have to be made properly after an analysis of the situation or opinion of a consultant to make such decisions on behalf of the company. Incremental change enables an organization to break large problems into small ones. Solving these small problems might not seem effective initially, but a collection of these small problems solved can make a huge difference to the organization (Orlikowski, 1993). Radical change is the change that occurs when the surrounding of an organization changes which in turn has an effect on the culture of the organization, and to negate the effect of that change the organization has to make some drastic changes. Usually, it is advised that radical change should not be managed by anyone within the company because a person needs to be able to set aside his own personal gains when planning t he future change of the company. In the same way as the individual planning, this change must be able to challenge the higher authority’s perspectives. Radical change is a very complex process, which requires high level of competency by the entire team, and not just the individual who is leading the charge. Technology should be implemented only if it is needed, otherwise it should be avoided. The team must be properly briefed when it comes to the use of information regarding each member (Todd, 1999). Organizational learning is viewed as one of the most important attributes that contributes towards organizational change. When employees within an organization go through learning phase then the company can expect some kind of change. The management needs to closely monitor employees of their organization and try to plan the change accordingly. Organizational learning focuses on both the past and future that a company may face. Analyzing and preparing for the future is also part of organizational learning (Schein, 1990). Preparing for the future refers to change that would be applied to the company. To make sure that the right decisions are taken in this matter, a method called scenario planning is used. Scenario planning basically is a strategy that provides a possible solution for possible scenarios that may arise in the future. Some organizations only allow the management staff to carry out such decisions. While in some companies, the management allows representation from all levels of the company including different departments and sectors. These employees are then briefed and trained on what factors to consider that would affect the change of the company (Geldenhuys Veldsman, 2011). Culture within an organization is passed on to employees from the organizations founders through a set of practices and talks. One way for an organization to determine its culture is by their treatment of employees. Explaining employees about the dos and don’ts enab les the formation of a culture within the organization shared among employees. Usually, introducing innovation disturbs the environment around an organization and that is the true nature of culture it resists change. Organization that is able to successfully apply change need to do so at a steady pace (Schein, 1990). Change is a very complex process and in order to manage change successfully appropriate managerial skills are required, and when it comes to radical change there should be no doubt when enforcing it. Change is not always successful and once the process of change starts the management must see the whole process through. Planning and attention to the details is very important, and employees must be ready to accept a change in the culture that might develop due to change that occurs within the organization. It is also important for the management to be ready for any reaction that might come from employees of the organization (Schein, 1996). Organizations with powerful fina ncial background are more likely to survive a change then that with a less powerful financial background. Changes made from mutual agreement of employees and the management staff is less likely to fail then the change taken based on the decision of just the managerial staff. It is important that the political nature of the organizational culture must be understood before making any major decisions regarding change within an organization. Communication between the managerial staff and employees is of utmost importance (Mackenzie, 2004). Paying attention to small details during the transition is of utmost importance, the neglect of even the smallest nature can cause great problems in the implementation of change in the organization. Every employee must be given a considerable amount of time to work with the change and should be removed from the organization if they are unable to adapt to the change. Bold and brave decisions could be very helpful in bringing about change within an orga nization. New leaders must act as pioneers of change and must remain firm in their decision of change (Myers Hulks, 2012). Conclusion Although, there is vast information regarding organizational learning and knowledge, but the confusion regarding terminologies and definitions prove to be a huge barrier in understanding the subject clearly. Moreover, empirical data is limited on the subject. To overcome these obstacles, there is a dire need for researchers to implement their research in the field and achieve some statistical data to support their theories. These researchers must compare notes and provide some proper terminologies regarding the subject. List of References Burke, W Litwin, G 1992, A Causal Model of Organizational Performance and Change, Journal of Change Management, vol. 18 no. 3, pp. 523-45. Geldenhuys, C A Veldsman, T H 2011, A change navigation-based, scenario planning process within a developing world context from an Afro-centric leadership perspective, SA Journ al of Human Resource Management, vol. 9 no. 1, pp. 1-17. Lawson, B R Ventriss, C L 1992, Organizational change: the role of organizational culture and organizational learning, Kenyon College, Vermont. Mackenzie, K D 2004, The Practitioners Guide for Organizing an Organization, Mackenzie and Company, New York. Myers, S P Hulks, W L 2012, Organizational Change: Perspectives on Theory and Practice, Oxford University Press, Oxford. Orlikowski, W J 1993, CASE Tools as Organizational Change: Investigating Incremental and Radical Changes in Systems Development. MIS Quarterly, vol. 17 no. 3, pp. 309-340. Schein, E 1996, Three Cultures of Management: The Key to Organizational Learning, Sloan Management Review, vol. Fall, pp. 9-20. Schein, E H 1990, Organizational Culture, American Psychologist, vol. 45 no. 2, pp. 109-119. Todd, A 1999, Managing Radical Change, Long Range Planning, April, vol. 32 no. 2, pp. 237-244. Tsuia, A S et al. 2006, Unpacking the relationship between CEO leadership b ehavior and organizational culture, The Leadership Quarterly, April, vol. 17 no. 2, pp. 113-137.

Refelction paper about Identity and possibility Article

Refelction paper about Identity and possibility - Article Example Rather, it is the totality of everyday living experiences and is a process that develops among disappointments, triumphs and everyday living situations that cultivates the identity of a person. Self-understanding is the primary incarnation of a person’s identity. We become who we figure ourselves to become and this is on a daily basis. This is not to say that a disposition is unstable, on the contrary, it is an integration of constancy of character. The development of one’s identity is the intermingling of all human activities and relationships among precise perspectives. It is not only within the walls of the school that an adolescent’s identity is developed. More of it is through the relationships and activities that they endow themselves into. These are the things that they attain the most indulgence from and thus would most likely to shape them towards an identity that would form them into the future. The proverbial question of â€Å"Who am I?† is one that is often answered in the context of reciprocity from these core identity shaping matters. As with the subject exemplified by the author through Mac, the 14-year old boy who always gets into a fight. A deduction of this concept would equate that in the boundaries of the school he would be perceived as a difficult child. But a deep analysis of the child’s psychological thinking reveals that he is someone who can be counted on by his friends and family in the instance that his help is needed. It cannot then be concluded that he is a misfit just on the basis of his school records and the many brawls he gets himself in. Identity crisis is another major difficulty that arises within this age group. A â€Å"developmental moratorium† as presented by Erikson in his model is necessary for adolescents to augment their capability of growth as they are allowed to experiment among varied experiences in their quest for identity. It is an opportunity for them to use

World war II technology Essay Example | Topics and Well Written Essays - 750 words

World war II technology - Essay Example Hence World War II is characterized by the introduction of modern warfare. It was the peak of the activities, such as industrial development and scientific introduction into machine industry and military field that enabled advancements. The build up to the usage of heavy military machinery and technology was in action and practice way earlier than the World War II set into action. For example, the traces can be seen in late 1920s and mid 1930s where the Germans resolved to expand their military strength by enhancing their military, naval, and air force strength. For example, the usage of nuclear technology and nuclear physics enabled the use of atomic bomb which was an unprecedented event and a single bomb resulted in destruction of the entire city. During the war, the capturing of the iron ore rich areas in Norway and Denmark was similar moves, which were based on the concept of capitalizing on the areas of strength and capturing them before the enemy, so that the military needs cou ld be fulfilled in terms of the heavy machinery needs. (Parker 25) It was rightly said by Churchill that never in the history the battle field had so many owed so much to so few. Referring to the outstanding performance of the Great Britain’s air force, the battle of Britain which lasted over 2 months, resulting in destruction of over 700 fighters of British forces and over 1300 of German forces, speaks of the kind of technology that was adopted and introduced at that time. This technology enabled the battle that lasted for over two months to complete and all through the courtesy of science and technology incorporated into military field and defense purposes. Despite the global recession and days of Depression all over, Germany had focused on establishing military strength and large arsenal that would be used in a few years time against the enemy. Hence, technically it would be wrong to say that the technology and advancements crept in only during the course of the Second Wor ld War, rather it was in force and action for number of years. The German military and air force might which was known as Luftwaffe (Pimlott 141) was famous for its smart and timely work and was nicknamed as lightening fast, since it enabled to reach the targets in no time and over powering them. Aircrafts, counter machines and weapons, such as anti air craft missiles, radar systems, interceptors, use of chemical weapons, atomic bombs, all were the gifts of the Second World War. The presence of large amount of arsenal manufacturing industries in different parts of the axis region was focused and motivated by the sole reason of usage on large scale during the Second World War. Use of tanks was exhibited for the first time in the history of battle fields. The tanks were richly supported to allow moving through the canals, and other marshy areas which were not accessible at earlier times, and in absence of such ability the tanks would become a liability. However, this was not the case in this particular war and owing to the advancements in the military and scientific field, tanks had become a very necessary tool to overcome the enemy and thereby each side invested heavy in this domain. V2 and U2 (Bishop ,323) bombers were another feat that were achieved and gifted through the Second World War expedition. While the First World War was more of static in nature, and relied heavily on the naval strength, since Britain being part of the Allies group had strength on naval front, the convention was changed and both the allies and Axis, resorted to new means and tactics, and thereby expanded their strength in ground and air domain, as a result pressing the pedal over inventions and introduction

Broad Strategy HR Management Essay Example | Topics and Well Written Essays - 2750 words

Broad Strategy HR Management - Essay Example This is what HR Strategy performs. HR Strategy is both beneficial to the organization and the individual because it realizes the capabilities and talents of the employees through a careful analysis of how to maximize and optimize an employee allowing them to be fully efficient. In this manner the organization in question has also a proper control in accomplishing their mission and goals as human resources are the means to reach these. It also can be said then that an organization with sufficient planning has what it takes to deliver quality products and services to consumers or clients (thereby soliciting consistent positive returns and success) rather an organization with a lack of planning. Planning can actually guarantee productivity in this regard. In turn such planning also leads to the individual's success as much as the organization as it realizes and enhances strengths as they remedy weaknesses. Human-resource planning is the first step in effective human-resource management as it involves forecasting the human-resource needs of the organization and planning certain useful and important steps that the organization must take in order to meet those human resource needs that will contribute a high percentage for its overall success as human-resource planning should be connected to the organization's strategic objectives and mission. (Butensky and Harari, 1983) It can be said that human-resource planning is a challenge because the needs of the organization are constantly changing and sometimes do not converge and such challenge can be greater if the recruitment pool is limited or if the people in charge of human-resource management have not been trained to forecast the Technika needs to maintain and achieve success in all areas of concern. (Butensky and Harari, 1983) Recruitment According to Daniel and Metcalf (2001), recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented. Spencer (2004) also emphasized that staffing requires both the process of attracting and selecting prospective personnel's capabilities and competencies with the company position. It is perhaps the most important function because it is the starting point in the whole HR process. Its importance is noted by Drucker (1992) as he said that "every organization is in competition for its most essential resource: qualified, knowledgeable people" (Drucker 1992). Recruitment is defined as the process of discovering, developing, seeking and attracting individuals to fill actual and/or anticipated job vacancies (Sims 2002). It has three general purposes: to fulfill job vacancies; to acquire new skills; and to allow organizational growth. There are several factors which influence recruiting efforts namel y: organizational reputation, attractiveness of the job, cost of recruiting, recruiting goals and recruiting philosophy (Sims 2002). Technika. projects an image to the community and it determines the attractiveness of the company to qualified employees. It may either be a potential barrier or a significant advantage depending on the ability of the HR team to

Censorship in America Essay -- Ethics, Piracy

Piracy has become a major issue in the United States. For every motion picture that has been featured in theaters also has been pirated onto the Internet the next day, and for every new musical album that is released, yet there is a free torrent file of the album within the same hour. Even though these online pirates steal music and movies from other companies and make a drastic profit, yet these â€Å"rogue† websites receive 53 billions visits a year from across the globe according to Creative America. The persistence of the thieves that break copyright laws of the productions has lead the entertainment business to place a definitive complaint to the U.S. government of the constant notion of piracy. While the notion of piracy was not left unseen, yet the government plans to establish laws that will cripple the exploitation of information throughout every Internet service provider in the country. The movement of this bill is the Protect IP Act and the Stop Online Piracy Act, o r better known as PIPA/SOPA. Some citizens also know this act as the movement of Censorship in America. One of the main supporters of the Protect IP Act and the Stop Online Piracy Act is the entertainment business such as movie and music companies. The motion picture industries believe that the Protect IP Act and the Stop Online Piracy Act should be supported. Motion picture industries such as Disney, Viacom, Time Warner and other leaders in the industry believe the government will be causing an expedient amount of money flow within the country. U.S. Congress will also be saving jobs in the United States by enforcing this bill throughout the movie industry. About 60% of U.S. exports come from the entertainment industry, and usually generates about 33% of U.S. GDP... ...l-become-law/>. Content Theft: The Big Picture. Www.vimeo.com. Creative America, 30 Nov. 2011. Web. 11 Dec. 2011. Estes, Adam C. "The Web Collectively Protests Congress's Censorship Law - Technology." The Atlantic Wire. 16 Nov. 2011. Web. 11 Dec. 2011. . "Internet Censorship: Anti-Piracy Group Blackmails ISPs to Censor The Pirate Bay." Web log post. Censorship in America. Ed. Sean. 5 Dec. 2011. Web. 11 Dec. 2011. Mastnek, Mike. "Entertainment Industry Still Can't Get Grassroots Support For SOPA/PIPA, Resorts To Trying To Buy Support | Techdirt." Techdirt. 8 Dec. 2011. Web. 11 Dec. 2011. .

Should Animals Be Used in Medical Research?

Should animals be used in medical research? The use of animals in laboratory research is a very well known debate. Many people wonder if the animals are treated well and if they are taken care of properly; however, if medical and scientifical experimentation were done in only human trials the knowledge and understanding of how drugs and procedures can affect human would be decades behind. That is why the use of animals in experimentation is a necessity in order to continue advancing medicine and science.Animals have a high reproductive rate and are easy to breed. Animals have the same organs and tissues as humans do making them a good match. Animals that are used in experimentation are generally small and are easy to keep and feed. It is the best way to learn the effects of substances in a living body because animals are very easy to breed and yield a high amount of offspring. A higher number of offspring allows for a greater number of experiments or trials to be performed at a time. The greater the number of trials that can be performed will increase the data that can be collected to increase the accuracy of the trial. If a drug was tested on humans and the first two people to take the drug died, chances are the drug would be discontinued and research shut down, even if the deaths were only coincidence. By having a big sample size of animals that can test the effects to see how fatal the drug is and determine how it can be improved. Even if many experiments have expected results the effects of a drug could be wide spread.This is why using animals as a match for humans is advantageous because it allow scientists to observe the effects on living tissue under controlled circumstances in many subjects, and collect appropriate data so the margin of error can be made as small as possible. The ability to see the consequences of drugs on animals its success rate because it avoids death of many people who could be used as subject. Without using animals in research labs, our progression with medicine and medical sciences would slow down dramatically.Every day new medicines and practices are coming out that, without the help of animals, would never make it to us. They might make it to us, but only after blindly testing on random human volunteers that could possibly die just as easily from the testing as a rat would if used in the humans place To sump, I would say that many of the medications and procedures that we currently use today wouldn’t exist and the development of future treatments would be extremely limited. Animal testing is the right way to test products. Animals have the right to live their own life; and we are not allowed to mess around with them just because we can.

Online Gambling And Online Casino - 1782 Words

Blog 4 – What can players expect more of when it comes to online casino gaming in 2016? Considering it’s January, it is no shock to see that online casino industry analysts are clambering over themselves to issue predictions for the upcoming 12 months. While some of the predictions are obvious, it seems that some online casino operators are focussing more on what players want. Speaking on the matter, we have headed to both the polls and the online casino portals to discover exactly what that is. Calls for Anonymity Big brother society has become an issue throughout the globe, as people are clearly worried about less than honest government entities. Online casino players have showcased clear concerns regarding privacy and following reports of NSA spying on British citizens. What this has brought attention to is the fact that some online casinos just weren’t doing enough to safeguard valued members. While steps have been made to â€Å"close the curtains† as it were, it seems that online casino players are calling for more of the same in 2016. Privacy was a hot topic last year and it looks like it will remain so this year too. Calls for a Challenge In what was a huge reveal by Caesars Entertainment, it was detailed that millennial players found a large percentage of online casino slot games boring. Gary Thompson said in his statement, â€Å"Through Caesars Entertainment backed research we have located a serious problem within the industry. Reports show that younger players feel thatShow MoreRelatedOnline Gambling And Online Casino1757 Words   |  8 PagesBlog 16 – Remaining inside the law when you play online casino games Online casino gaming is a lot of fun, with all the thrills and spills of the latest games working wonders to entertain people. However, across Europe and around the world for that matter, the legalities of online casino play still have plenty of people baffled. 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