Changing The Culture - Edited
Changing The Culture - Edited
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LEARNING OBJECTIVES
Describe values of OD
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CREATING CLIMATE FOR CHANGE
Need to create a ‘renewing “ rather than a
“reactive” managerial style
Searching ways to manage complex technology
and more sophisticated workforce
Constantly adapting to change to take
advantage of opportunities that arise.
To understand soul of organization, need to
travel below charts, rule books, machines, etc
into the underground world of corporate
culture;
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CREATING CLIMATE FOR CHANGE
Cultural change does not just happen, it’s the result of
complex change strategy.
Challenge of managers is:
Create renewing system.
Develop long-term sustained efforts.
Organizations not looking for marginal improvements,
goal is to reinvent themselves;
Creating totally new approaches
New technologies
New markets
Corporate culture must achieve goals as well as satisfy
the needs of members.
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GOING BEYOND LEGAL CONTRACT:
HOWARD SCHULTZ
FORMER CEO, STARBUCKS
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CORPORATE CULTURE AND SUCCESS
High-performing companies have strong
cultures;
Corporate culture gives organization a sense of
flow to behave, what to do, where to set priorities
to get work done.
Outstanding companies mostly trace their
culture to their founder/leader who personified
value system.
Many cultures fail to adapt to change.
Following corporate mergers, cultures often
clash; If culture difference exist, can
manifest a nonproductive “We” versus
“They” situation.
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CORPORATE CULTURE AND SUCCESS
Create& accelerate a culture of reflexes
Cool-headed thinking, clear focus & well aimed action
are required.
Self directed behavior essential today when change is
accelerating.
Redirect conflict, anger or worry into passionate
pursuit of results
A culture unwilling to experiment has little chance to
innovate;
Today’s key words are: Flexibility & Innovation
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PRESSURE POINTS TO BRING ABOUT CHANGE
Technological competition.
upheavals. Outsourcing.
Markets.
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TOOLS FOR CHANGE
1. Information:
Provide Information at every level - increases
motivation & permits faster decision making
Provide ability to gather information
New trend (one method) – open book
management:
Teaching employees understand financial statements &
use the knowledge in work & planning.
Employees able to understand & analyze problems
themselves so that work teams can make job decisions
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TOOLS FOR CHANGE
2. Support::
Higher management support & go ahead of
company entrepreneurs as well as cooperation of
peers & subordinates.
Interdepartmental support (meetings) & training
sessions to bring people together.
Remove fear of fail & provide climate that
supports people taking risks
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TOOLS FOR CHANGE
3. Resources:
Third tool is providing resources like – funds,
equipment, staff and materials to carry projects.
Encourages people to develop their ideas into
projects.
Provides team focus & authoring of operations
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VALUES OF OD: OCTAPACE CULTURE
1. Openness: free to express ideas, willingness to take risk &
experimentation with new ideas
2. Confrontation: face problems & work jointly to solve
problems – facing issues squarely
3. Trust : among employees individually & in groups
4. Authenticity: walking the talk, not pretending
5. Proaction : action oriented, willing to take initiative, show
proactivity
6. Autonomy: freedom to act independently within role
boundaries
7. Collaboration: working together for common cause
8. Experimentation: emphasis to innovation & out of box
thinking
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CORNERSTONES OF OCTAPACE CULTURE
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ASSIGNMENT FOR STUDENTS
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Thanks…….
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