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Culture And Organizational Change

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Running head: CULTURE AND ORGANIZATIONAL CHANGE 1

Culture and Organizational Change

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CULTURE AND ORGANIZATIONAL CHANGE 2

Culture and Organizational Change

Change is unavoidable for institutions that want to survive or grow in this competitive

world. Leaders in an organization are the agents of change, and in doing this, many factors must

be taken into consideration to overcome obstacles likely to affect the implementation of change

strategies. Organization culture develops over time, and more often people will resist accepting

the change but rather staying in their comfort zones. In managing change, three elements of

organizational culture; innovation, communication, and motivation, are addressed to avoid back

fall of the intended change as reviewed in this paper. Managers that desire to introduce

meaningful change in an organization must inspire the workforce to innovatively and creatively

think and bring new ideas on board. A culture that promotes creativity and exchange of ideas

regardless of age and position has a tool for change (Hughes, 2014). The change agents must

empower his subject towards new thinking and sharing of ideas. A wealth of abilities opens

when workers are allowed to make decisions that affect their work to a certain degree.

Creating a culture that promotes open communication is a strategy and tool leaders can

utilize in ensuring that change vision implementation. Open communications that bring hearts

together and creates a spirit to work invites all stakeholders to buy in and participate in the

change process (Jabri, 2017). Grapevines and gossip must be taken seriously and managed as

they provide pitfalls and disharmony that will deter change. Developing channels of

communication for both vertical and horizontal movement of information reduce confusion.

Motivating the workforce towards change is an approach to awaken them and creates energy to

drive the change process. It is paramount for the management to propel the people to a higher

level of involvement in the change process (Schein, 2015). Understanding intrinsic and external

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Running head: CULTURE AND ORGANIZATIONAL CHANGE Culture and Organizational Change Name University Course Instructor Date of Submission 1 CULTURE AND ORGANIZATIONAL CHANGE Culture and Organizational Change Change is unavoidable for institutions that want to survive or grow in this competitive world. Leaders in an organization are the agents of change, and in doing this, many factors must be taken into consideration to overcome obstacles likely to affect the implementation of change strategies. Organization culture develops over time, and more often people will resist accepting the change but rather staying in their comfort zones. In managing change, three elements of organizational culture; innovation, communication, and motivation, are addressed to avoid back fall of the intended change as reviewed in this paper. Managers that desire to introduce meaningful change in an organization must inspire the workforce to innovatively and creatively think and bring new ideas on board. A culture that promotes creativity and exchange of ideas regardless of age and position has a tool for change (Hughes, 2014). The change agents must empower his subject towards new thinking and sharing of i ...
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