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Organization culture is formed in the long

By Aaron Bailey,2014-05-23 17:06
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Organization culture is formed in the longthe,long,The

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    Introduction

    Issue: Organization culture is the organization's core values and core competitiveness. As the twenty-first century competition intensifies, organizations need to constantly adjust and reform in it. So, is the organization's culture can really change? Is the Organization culture change very difficult? What make the change difficult? How to guide change for the better? Below, I will talk about these problems.

    Definitions: Organization culture refers to the practice of long-term 'organization in which to live and for members of the general recognition and follow with the organization of the characteristic values, a sense of community, behavior standard and thinking mode combined. Organization culture change is to point to by tissue culture characteristics change caused by the organization of the whole structure of the culture change. The change of organizational culture is the original culture of a kind of destructive construction. We can get a lot of enlightenment from.

    Central argument: Is it possible to change organization culture?Organization culture is formed in the long-term practice refers to the activities of the organization and the members of the organization of the organization approved by the general features and tracking and values. A sense of community, behavior standard and the sum total of the way of thinking.

     The change of organizational culture is to show by the organization culture characteristics change caused by the overall organization culture. The role of organization culture should not be neglected; it must be suitable for the organization, and the organization innovation and development. The original culture has become backward and disease states. We will change. Unfortunately, at present the theory of culture change very little. So in practice, lack of specific theory method guide. Organization culture change the successful paradigm of more rare. This no doubt to the organization that the change in culture increases the difficulty. Organizational culture into successful will inevitably will come in making unremitting efforts for a long time. Answer: the organizational culture should change the choice for every organization culture unique. Is the group's nuclear. The competitiveness of the heart, Its formation and establishment of the process is very not easy. And after a very long time., Group Knit the change in culture is original culture more thoroughly change, so, before the change must be careful analysis of the condition and consider the organization's organization and the outside environment.

     For a change in the organization culture is academia and enterprise management, can have two kinds of different point of view. Some scholars believe that organization culture is to management. This view in the enterprise managers and have a higher level of advisers to accept these people often will use a similar system, in a planned way to change the culture of the company's statements describe their ideas. kilamann (1982) points out that the standard of the evaluation, culture is obvious, can change. Tichy (1982) further points out that enterprise culture is a kind of strategic variables. The 1

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    manager can according to various ways (human resources system, form a hero, propaganda) shaping the company's organizational culture. Turnstall (1983) talking about AT-T cultural change even six necessary measures, and put forward the hofstede et al (1986), success is culture change must by a ruler and an expert in the two league titles

    Cooperation and power is the chairman of the board or initiators should senior management group experts in the promoter is an organization from the outside experts. Some scholars believe that organization culture is not management. Many people think of the change in culture is a very difficult and lengthy process. People think that most of the existing organization culture is the organization, is adaptable to, this kind of culture is usually the entrepreneurs of organizations established, in many cases are in the long-term development and strengthening. These scholars believe that the change of organizational culture exists, but often in management means under control.

    Turnstall (1983) points out that the change of ownership is the cultural change one important reason. Louis (1983) "also says, the change of environment and new technology changes could also lead to a culture change. Siehl pointed out that when a CEO down, the company culture change is possible. Dell (1984) points out that the change of the organization.From these discussions can see: although scholars didn't agree, we will think of organization culture management. And we also have to admit in the implementation of the organization culture change management, want to consider the factors influence the culture change, these factors will directly affect the success of the organization culture change. These important factors generally includes the external environment of organizational culture change, benefit to the enterprise culture change the internal conditions change, pressure, event. These conditions of creation and master the benefit to the enterprise management, and enterprise cultural shift strategy, and a detailed plan. The following will discuss

    Talk about reforming the organization culture of the timing and strategy..AThe organization culture change should choose a right time.

    The general idea. Organizations such as values meet affected by external environment influence is strong, Huge changes to the needs of the customers. Performance deterioration, or organization in the life cycle of the turning pointThe change of leadership. Organizational culture of the transformation of a good time. But this does not mean that the above situation reforms would happen once, organizational culture but to analyzed the other reason later if still can’t solve the problem. To take the opportunity to, find the breakthrough point. Will make the change of organizational culture.

    B: Organizational culture reform process should try to strengthen the impetus. Reduce resistance.

    Change is a primitive culture review, recognition. Or is negative. changeIn this process. Risk is inevitable existence. Cost is certain to happen. This is not Avoid meet the individual organizations. The organization itself and cultural concept Resistance. We recognize that resistance at the same time. Tried to take measures, such as building a New values recognized organization of the core team. Play to the basic force members. Heavy According to the organization in the culture of strategic guidance function change, promote the organization culture change In laid.

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    C: Organization of the culture change process should be systematic.Organization culture change process, including: green I will change plan: employee new things Culture training: reform plan: coordination organization to ensure smooth change of internal and external relations By strengthening the staff to accept the new culture. This process is an organic whole The body. Each step contact each other. A man can't. If in the change of organizational culture In the process of the system does not pay attention to the flow. The impact of changes will often is satisfactory. Even if the lip.D: Organization culture change should be according to the actual situation of the choice of appropriate means.

    Organization culture change means generally have communication. Ideas impact. Reward guide, system Degrees compulsory etc. In the process of change. The organization leadership must pay special attention to the organization of the actual Specific analysis. And use a combination of means flexible and comprehensive reform. Must not change hurry.

     E: Organizational culture change should organize the other aspects of the change. Such as; Organization Structure, organizational strategy. Human resources to adapt the change of organizational culture and not exist alone.

     It needs the smooth implementation of the organization other aspects of the auxiliary. The structure of the organization should adapt to the new organization culture, and should be become a new culture of carrying out the guarantee; organizational strategy should be able to in the organization culture process of change In the event of no chapter to follow situations. Positive reflects its guidance; Human resources should be Take on new culture of training and propaganda education and important task. Staff gradually recognized the new culture.

    F: Top management's commitment and support is very important.

    Top management is the key person organization culture change. To a large extent, they determine the organization operation and development direction and level. So, top managers have Will organize the change in culture to the end of determination. And in the implementation of the process to change Related to certain support. Eight, the organization the change in culture should be actively guide and change staff mental models. Make member Personal value goal and the organization work new values to remain consistent Change of mental models staff is to break their old way of thinking and habits. Then forms and organize new values to adapt the value idea. And that they have a Organization culture change means generally have communication. Ideas impact. The Reward guide, system Degrees compulsory etc. In the process of change. The organization leadership must pay special attention to the organization of the actual Specific analysis. And use a combination of means flexible And comprehensive reform. Must not change early.

    The change of organizational culture and not exist alone. It needs The smooth implementation of The organization Other aspects of the auxiliary. The structure of the organization should adapt to the new organization culture, and should be Become a new culture of carrying out the guarantee, organizational strategy should be being closely connected in the organization culture process of change In the event of no chapter to follow situations. Positive reflects its guidance; Human resources should be Take on new culture of 3

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    training and propaganda education and important task. Staff gradually recognized The new culture.

     Senior management key figures in the organization culture change. To a large extent, they decided to organization operation and development direction and level. So, top managers will organize the change in culture exactly determination. And in the implementation of the changes in the process with some support.

    The change of organizational culture should be actively guide and change of the staff of mental models.

    The value of the individual goals and organization new employees work values change to maintain consistent mental model is to break the old ways of thinking and habits. Then forms and organize new values to adapt the value idea. People the overall target of organizational goals. He change of organizational culture determined. Should stick to it. Exactly Organization culture is the core value of the organization. Is the organization, the external environment but the development. The establishment of the labor market system is a long process. So., If you want to Organizational culture change requires special cautious. Once the decision should be penetration What is abolished. Changing staff will only cause chaos and values of the organization Trust.

    There is no denying the fact. Organizational culture, establish and improve the process is very not easy. The change of organizational culture and heavy Plastic is a long way to go. In the organization culture change. We should be very positive thinking many of the problems. And dedicated to solving these problems. Believe in the near future. Organization culture In theory and practice on the change will get rich and development.

    Conclusion:

    In short, whether the culture can be management is not a simple problem, but the change in culture is of possibility exists. This change can be management and foresee and it depends on many factors. These factors are not under the leadership of the organization’s control. Well the management jobs must be culture in the right time, suitable for internal conditions, have a purpose, planned to finish.

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