Organisational Culture Change For Organisational Development

An organisation's culture is something that essentially defines the manner in which it does things

. It is shared with the organisation as a whole or in some specific parts of it. It establishes the way in which the people respond to organisational change. This has a very important role to play in the organisation's ability to strive and succeed.

An organisation's culture is very difficult to measure as it is not a hard process that can moulded according to the organisation's policies and directives. Instead culture is something intangible that is made up of several norms, beliefs, symbols and values.

Cultures are very dynamic and change with time due to various reasons such as groupinteractions, organisational structure and leadership behaviour. As people come and go in the organisation, the culture of the organisation will change over a period of time. The culture at aparticular point will be based on the degree of shared experience of the people within the setting.

Very often the organisations bring about organisational change for the purpose of organisational development through business process re-engineering (BPR). These changes may have good intentions, which is to increase the effectiveness and efficiency of the organisation. In most cases these fail because not because of improper framing or poor methodology but because of not bringing about proper organisational culture change.

It is very easy to bring about organisational change if the organisational culture is supporting in this direction. In the other case any new change undertaken for the organisational development can go as waste. In the second situation some measures have to be taken to bring about organisational culture change to make it more adaptable to the organisational change.

There is no particular framework that will make the organisation structure perfect. The culture of the organisation is an outcome of the organisation's past, present and future. The culture that is the best suited to the organisation is the best organisational structure.

Tips that can help in bringing about organisational culture change are the following:

Discover the organisations current culture- This is very important and can be done by asking simple questions as to why a particular thing is performed in a way it is performed.

Leadership culture- The attitudes of the senior managers and leaders of the business and their responses to the change is studied. Also, their role-modelling behaviour is studied.

Frame a leadership strategy- A good strategy for the organisations leadership has to be framed, the capability of the leadership team has to be understood, and the strategy has to be promoted and encouraged to bring about change in the organisation.

Alignment of cultural change- For every organisational change program, a cultural change program should be aligned. This can help the organisation to ensure that the culture of the organisation is modified suitably to adapt to the new changes.

Promote new way- The people should be properly communicated and made understood with the changes and its benefits.

Relational- Trust is a very important aspect in an organisation while bringing about any change.

Thus, change adds variety to life and to your organisation. By integrating organisational culture change principles you can lead your organisation towards new heights.

by: Grace Alex

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