"Because it entails introducing something new and substantially different
from what prevails in existing cultures, cultural innovation is (...) more
difficult than cultural maintenance. When innovation occurs, some things replace
or displace others... People often resist such changes. They have good reasons
to. The successful management of the processes of culture change or culture
creation often entails convincing people that likely gains outweigh the losses".
In their excellent book "The Cultures of Work Organizations", Harrison
Trice and Janice Beyer provide a number of ideas that you should remember
and consider when you are changing the culture of an organization:
Eight considerations to keep in mind when changing organization cultures
-
Capitalize on Propitious Moments. For example poor financial performance.
Make sure people actually perceive the need for change.
-
Combine Caution with Optimism. Create an optimistic outlook regarding
what the change effort will bring.
-
Understand Resistance to Culture Change. Both at the individual
level [fear of the unknown, self-interest, selective attention and retention,
habit, dependence, need for security] and at the organizational or group
level [threats to power and influence, lack of trust, different perceptions
and goals, social disruption, resource limitations, fixed investments, interorganizational
agreements].
-
Change Many Elements, But Maintain Some Continuity. For example
identify the principles that will remain constant.
-
Recognize the Importance of Implementation. Initial acceptance
and enthusiasm are insufficient to carry change forward:
- adoption
- implementation
- institutionalization.
-
Select, Modify, and Create Appropriate Cultural Forms. Employing
symbols, rituals, languages, stories, myths, metaphors, rites, ceremonies.
-
Modify Socialization Tactics. The primary way that people learn
the corporate culture is through the socialization process at the beginning
of their employment. Because of that, if these socialization processes are
changed, an organization's culture will begin to change.
-
Find and Cultivate Innovative Leadership. Members are unlikely
to give up whatever secure stability they derive from existing cultures
and follow a leader in new directions unless that leader exudes self-confidence,
has strong convictions, a dominant personality, and can preach the new vision
with drama and eloquence.
Book: Harrison
Trice and Janice Beyer - The Cultures of Work Organizations
Forum discussions about Changing Organization Cultures.
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The Leader's Role in Culture Change
The leadership in most cases craft and engineer the culture change. They need to demonstrate the aspects of the new culture. They begin to own and dispense the new ways. A new culture must be learnt a...
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Organization Cultures Have to Change
Changing organizational cultures is indeed hard but there is no other way out as organizations exist to serve the interest of the society besides the mission of the respective organization.
Technolog...
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What is Organisational Culture?
None of the post's here initially define what organisational culture is.
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Then ...
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Unoffical Leaders and Cultural Change
Managers must identify and ensure unoffical leaders have ownership in the cultural change process of the company. Unofficial leaders are those who have perceptions of authority or have natural leaders...
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Courses about Changing Organization Cultures.
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The best, top-rated topics about Changing Organization Cultures. Here you will find the most valuable ideas and practical suggestions.
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How can we MEASURE Mindset Change?
To successfully change an organisation, one major step is often to change the mindset of the people. I am curious to your insights / knowledge:
1. How can we measure the improvements made on changing...
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Culture Change and Coalitions
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Various sources of information regarding Changing Organization Cultures. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.
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Management Across Cultures: Managing in a Global Context Cross-Cultural Management, Cultural Dimensions, Cultural Intelligence, Multicultural Teams, Global Leadership, Global HR This presentation consist of six sections that together form an extensive description of management across cultures. The...
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Dealing with Strong Resisters Dealing with Resistance to Change, Change Management, Training, Workshop Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives).
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Introduction to Organizational Culture Initial Understanding of Organizational Culture and Why it Matters to an Organization Daniel Denison explains what an organizational culture is and why this own unique identity matters to an organization. H...
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Compare with the Eight Considerations towards Changing Organizational Cultures:
Levels of Culture
| Culture Types
| Cultural Intelligence
| Organizational
Memory | DICE Framework
| Change Management
Iceberg |
Servant-Leadership
| Appreciative
Inquiry |
Positive Deviance | Change
Phases | Six
Change Approaches |
Force Field Analysis
| Core Group Theory
| Planned Behavior
| Organizational Learning
| Leadership Continuum
| Change Model Beckhard
| Contingency Theory
| Groupthink |
Spiral of Silence
| Forget Borrow
Learn | RACI |
Positive Deviance
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