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Evaluating the New Organizational Culture

   

Added on  2019-10-09

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1 Assessment-2- Operational Plan Particulars Page no. Title Page 1Executive Summary 2Introduction 3Engagement of individual and group 3-4Current programs for cultural change4-6 Future Course of Actions6-7Budget 7-10Review and monitoring mechanism 10-11Conclusion 11Reference11 Executive Summary Innovation strategic thinking is the first phase of brining change in to the organisationalsystem but the success can be assured when a roadmap is ready for it. This report is talking
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2about the operational roadmap of introduction of new culture in ABC that will lead toinnovation. The report is speaking about the steps that will be followed prior toimplementation to set all individuals for the change. It also speaks about the existing actionsthat are taken for brining change which showed some positive results. This is followed bythe course of actions that will lead to full implementation. The report also highlightsbudgetary part of the entire change program and finally concludes with review andmonitoring mechanism. Overall, the new system is indicating a high degree success for ABC. Introduction
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3In earlier report, we talked about the introduction of a new system i.e. participative orcollaborative decision making culture need, requirements and its probable impact on ABCorganisation. Getting to know about the new system is 50% success but to have 100% success, ABCorganisation needs to make a suitable strategic plan so that the new culture can besuccessfully implemented. Here, I am providing the road map of participative organisational culture in ABC organisationwhere a discussion on engagement of people, on-going steps and financial aspects (budget)of the new system are discussed. Engagement of Individual and Group The phase of change starts with the personnel working in the organisation. Here thepersonnel refers to both employees and management personnel. Since, it is about thechange in organisational culture, its need must be understood by each and every individualin the organisation. Step-1- Aware of change The first step that is necessary in organisational culture change is to know about thechanges that are going to take place. It is the board’s responsibility who will address themanagement head and they will spread the change among the respective department. Thisis a simple yet very important step in change management process because if theemployees or management are not aware of it, they will show a high resistance to change.To reduce resistance to some extent, spreading of information is required. [Westwood,R.,et.al2003]Step-2- Impact Assessment and supply of information about impact with individual andgroup There are a number of methods by which impact assessment of the new system onindividual, group and organisation as a whole. The methods like stakeholder analysis,creative solution, what’s in it for me etc. can be applied in order to identify the impacts. Aswe have already assessed the impact in earlier report, we got to know that by bringing new
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4culture will have positive impact on each of the three levels of the organisations. This impactresult will be shared to each individual. Even they will be allowed to do self-assessment ofthe new cultural context. Step-3- positive and negative forces identification and impact assessment Here the top level of ABC will conduct Lewin’s Force Field Model in order to identify the keyforces (positive and negative) that is impacting the new system implementation. The toplevel will prepare a report on both the forces which will be scored in order of theiroccurrence.From the earlier analysis, it is the management’s bureaucratic approach that is identified asthe most resisting force and employee’s interest and desire to be a part decision making isidentified as the most favourable force for change. [Martins, E. C.,et.al2003]This will be addressed by taking survey questionnaire or interview method from bothmanagement and employees who will participate in addressing their issues and desires. Step-4- Addressing the negative force From the above step, it will be quite clear that where the individuals are resisting andsupporting. Now, here the top level management (mostly CEO or MD) will address theresistance one by one. There will a win-win strategy as far as possible to address eachconcerns. Step-5- Set for change Once, the resistible forces will come down lesser than positive forces, then training programwill be given so that personnel can adopt the culture through training and developmentprogram. At first, this will be applied in lower and middle level management in initial stagesthen it will subsequently move towards upper level. Current programs for cultural change The top level management of ABC has understood with concentrated authority andautocratic leadership, the ABC organisation has been suffering a lot with customer servicedelivery, cost control and employee retention. The board has already initiated the somecourse of actions in order to bring the new culture into practice.
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