Managing Organizational and Cultural Change - Part Ii

Managing Organizational and Cultural Change

Name

Institution

Managing Organizational and Cultural Change

Metrics for evaluating change and their shortcomings

Signals from behavior; change should affect behavior in one way or another. This metric gives insight on whether behavior is consistent or inconsistent with core elements of change. Failure to act on the personnel who act inconsistently will lead to crumble of the intended change.

Rating of actual performance improvement by stakeholders also indicates the direction of change. This metric offers insight on whether an organization’s relationship with its stakeholders is improving or not. The shortcoming of this measure is that some stakeholders might give biased assessment of an organization in order to retain a good relationship.

Number of strategic objectives achieved on a certain timescale compared to previous evaluation. This metric illustrates an organizations commitment to achieving its strategic goals. A shortcoming in this measure is the fact that some goals could be preferred than others resulting in skewed resource.

Comparing pre- and post customer satisfactory record. This comparison helps establish weather an organization’s customers are well off after the change or whether the change has made things worse off. The shortcoming of this metric is that some customers could give untrue reviews of the organization.

Employee satisfaction rating; evaluating whether employees rating has improved or not helps illustrate the general feeling of the employees towards the change. The shortcoming of this metric is the fact that some employees could give untrue views in fear of the management