Organisational Culture and Organisational Change

Organisational culture and organisational change

In organisations all over the world, employees having different mindsets and backgrounds will work together in a coordinated manner to accomplish their allocated work, under the supervision of a leader. This ‘collage' of workers, although having differences, will work to finish their allocated work for the benefit of the organisation as well as themselves. The uniting of these workers for a common objective under a single structure could be difficult thing to actualize because the differences between could lead to dissension, affecting the organisational atmosphere. As these different workers would try to impose their own attitudes and culture on the organisation as well as fellow employees, it could lead a different, uncommon and complex organisational culture, negatively impacting the organisation's performance. Thus, for organisation to succeed, all its employees have to work in unison without any differences and for that a common, clear and workable organisational culture need to be implemented in the organisation. To implement a common organisational culture, organisations can even go for a organisational change. That is, as it will be difficult to force common organisational only in some segments of the organisation, it would be better, if the organisation goes for organizational change.

When the organization does not perform up to expected levels due to culture issues and in other cases wanted to expand or diversify its operations, the management method has to be changed. This is where the concept of organizational change comes into the picture. That is, organizational change constitutes the structured changing or transitioning of employees, departments and the organizations as a whole from a current state to a favourable or desired future state. So, here the main need or necessity for an organisation to change is to implement a common organisational culture, thereby maximize the collective advantages or...