Quote: "Edgar Schein, a leading researcher in this field, defined 'organizational culture' as comprising a number of features, including a shared 'pattern of basic assumptions'."
Understanding the organizational culture and how it affects change management programs.
Definition of Culture Change: Understanding what is meant by “culture change” is essential to starting this process. This topic covers the definition and importance of organizational culture.
Types of Culture Change: There are many different types of organizational culture, and each requires a different type of change effort. This topic covers different types of cultural change.
Reasons for Culture Change: Understanding reasons for change is essential to creating a successful change process. This topic covers common reasons for cultural change.
Phases of Change: Understanding the phases of change is critical to a successful cultural change process. This topic covers the phases of cultural change and what happens in each phase.
Organizational Learning: Organizational learning involves how organizations adapt to change. This topic covers organizational learning and how it impacts organizational culture change.
Resistance to Change: Resistance to change affects cultural change efforts. This topic covers why resistance can occur, its impact on change, and strategies to overcome it.
Change Management Models: Organizational change is a complex process that requires a well-planned strategy. This topic covers the most popular change management models.
Leadership: Leadership is essential to successfully implementing cultural change. This topic covers leadership and its role in implementing cultural change.
Communication: Communication is key to creating buy-in and sustainability throughout the cultural change process. This topic covers communication strategies that work best.
Employee Engagement: Employee engagement is crucial to organizational change management success. This topic covers elements of employee engagement, how to assess it and how to build it.
Training and Development: Training and development can enhance the skills and knowledge necessary for cultural change success. This topic covers the importance of training and development to the cultural change process.
Reward Systems: Rewards can be a motivator to support cultural change efforts. This topic covers how reward systems can support cultural change and best practices.
Evaluation and Measurement: Evaluation and measurement are important to evaluate the success of cultural change efforts. This topic covers how to measure cultural change and its impact.
Sustainability: Maintaining the changes required for cultural change success is essential. This topic covers how to sustain changes over time.
Organizational Structure and Design: Organizational structure and design impact cultural change success. This topic covers various structures and how they affect cultural change.
Incremental change: This type of change involves small adjustments to current practices or processes. It is usually implemented to address minor issues within the organization.
Transformational change: Transformational change is a significant and comprehensive shift in the organization's structure, systems, and processes. It involves fundamental alterations in the fundamental aspects of the organization's culture.
Reactive change: Reactive change occurs when an organization's response to external forces or events is inappropriate. It often happens in an attempt to address an existing problem.
Proactive change: Proactive change is the intentional effort to improve the organization's performance or to create new opportunities for growth.
Cultural change: Cultural change involves changing the underlying values, beliefs, and assumptions of the organization. It is significantly more difficult to implement than other types of organizational changes.
Technological change: Technological change involves the adoption or integration of new technologies that will improve the organization's productivity or efficiency.
Strategic change: Strategic change involves making significant changes to the organization's strategy or direction. This type of change might be necessary to address evolving market conditions or to take advantage of new opportunities.
Structural change: Structural change involves changes to the organization's structure or hierarchy. This type of change often accompanies other types of organizational changes.
Process change: Process change involves modifying or redesigning existing processes to improve efficiency or reduce costs.
Behavioral change: Behavioral change involves changing individual or group behavior within the organization to improve performance or address a specific issue.
Personnel change: Personnel change involves changes to an organization's staff or leadership, such as hiring or firing employees or restructuring the leadership team. This type of change can significantly impact the organization's culture.
Communication change: Communication change involves modifying the organization's communication practices to improve collaboration, information-sharing, and decision-making.
Quote: "Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory."
Quote: "The study concerned itself with the description, analysis, and development of corporate group behaviors."
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "Flamholtz and Randle (2011) suggest that one can view organizational culture as 'corporate personality'."
Quote: "They define it as consisting of the values, beliefs, and norms which influence the behavior of people as members of an organization."
Quote: "It may also be influenced by factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
No specific quote provided.
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "In addition, organizational culture may affect how much employees identify with an organization."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits."
Quote: "Though Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."