Organizational culture, and change management

Organizational acculturation, and deepen heedIntroductionThis con is found on constitutional socialization, and switch over management This break down provides an over each(prenominal)(a) idea about the vocalismicular subject scene of doing and it provides very authoritative acquaintance base in both concrete and theoretical manner.Accordingly in the first part of the study the concept of enculturation of an presidential precondition has been studies as a champion attainment outcome of the module. Under that a manakin of analyzing constitutional finis has been described. After that the internal and external federal agents which could make organic lawal culture has been explained, accordingly as the last(a) description of the first learning outcome the authentic schemeal culture has been evaluated.After a comp understanding on culture of the judicatures a study has been expanded to study understand the impact of channelize that underpins several(pre nominal)one and organisational cognitive attend to. In that segmentation the concept behind organisational values the values to an individual and as rise the pertain of mangers personal values in working with team members has been explained properly.As the third learning outcome the relationship between nerveal culture and change management has been understood and accordingly it was identify how organisational culture can affect organizational change management deal and and so it was assessed how organizational culture and change management can affect individual demeanor. Also ultimately it is discussed how individual values can bias the behaviour of team.All unitedly this study covered a vast atomic number 18a in the subject argona of organizational behaviour and change management. common Supplier (Pvt) Ltd is UK based companionship, they import umpteen feed items from various Asian countries, and among that Sri Lanka is major country. common suppliers be impudent lyly establish club, it is non alder tree than 10 years, but its progress is very successful. cosmea is change all day, new technologies be emerge and customer antepast and satisfactions atomic number 18 change day by day thitherfore both business has to wage hike their mensuration. common suppliers submit understood change system, so they give much priority to change their management and products relative to foodstuff change.The Concept of endingTo achieve this learning objective lens there atomic number 18 three chief(prenominal) beas which has to be address. First one is the to determine a framework for analyzing organizational culture and then Explanation on internal and external factors that influence organizational culture and at last of this subdivision the consideration was stipulation to evaluate the current Organizational culture.Determine a framework for analyzing organizational cultureOrganizational or bodily culture is the pattern of values, norms , beliefs, attitudes and assumptions that whitethorn not pass water been articulated but shape the way in which muckle behave and things get done. Norms are unwritten rules and behaviors.In a very simple way we can say the culture of an organization is the typical way of doing things in the organization. It particularly relates to the behavior pattern and the relationship. The culture of an organization develops as an evolution of long time. It is normally created by the nation who work in the organization both the double-deckers and the workforce.So this framework for analyzing organization should be developed in a manner considering on above said ideas of the organizational culture.thither seems to be wide range of intellect that organizational culture refers to a system of shared meaning held members that distinguishes the organization from opposite organizations. This system of shared meaning is, on closer examination, a set of key elements that in aggregate capture the essence of and organizations culture.These elements are the core of the framework which can use to analyze the organizational culture. Those are as fol piteouss.Innovations and risk tasking The degree to which employees are encourages to be innovative and pullulate risk.Attention to detail The degree to which employees are expected to exhibit precision, analysis, and aid to detail.Result Orientation The degree to which management focuses on results or outcomes kinda than on the techniques and processes used to achieve those outcomes.People Orientation The degree to which management decisions take in to consideration the center of outcomes on people indoors the organization.Team Orientation The degree to which work activities are organized well-nigh teams rather than individualsAggressiveness The degree to which people are aggressive and warring rather than easy going.Stability The degree to which organizational activities emphasize maintaining the spatial relation quo in contrast to growthEach of these elements exists on a continuum from low to high. Appraising the organization on these seven characteristics or the elements and then gives a composite picture of the organizations culture.Explanation on internal and external factors that influence organizational culture to Management PracticesInternal FactorsThe actions of Top Management The actions of the crownwork management excessively have major impact on the organizations culture. done what they say and how they behave, senior executives establish norms that filter down through the organizations as to whether risk taking is desirable, how much freedom managers should give their employees, what is appropriate dress, what action will pay off in terms of pay raises, promotions and other rewards.Human resources Practices Once culture is in backside there are practices within the organization that act to maintain it by giving employees a set of experience. For example many of the kind being s resources practices reinforce the organizations culture. The section process, performance evaluation criteria, training career development activities, the promotions procedures check up on that those hired people fit in with the culture.Socialization No matter how good a occupancy the organization does in recruiting and selection, new employees are not full indoctrinated in the organizations culture. May be most important, because they are unfamiliar with the organizations culture, new employees are potentially similarly to disturb the beliefs and customs that are in regularize. The organizations will therefore want to help new employees lodge to its culture. This variant process is called as Socialization.External FactorsThe context of Community The people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of the residential district. This matter have two sides one is community as a external factor how look at the organi zation and the other hand employees also come from that community that will effect to the internal factors also. Organizations that promotes a spiritual culture recognize that people have both a mind and a spirit seek to summon meaning and purpose in their work, and desire to connect with other human being and be part of a community.Government Rules and Regulations This is also having another(prenominal) high effect on organizational culture. Especially in the nations like how to treat for the employees, regulations o customer relations and like that the government rules and regulations also may have a effect on organizations culture.National civilisation it is pauperizationed to taken in to account if accurate predictions are to be made about organizational behavior in different countries. scarcely does study culture override the organizations culture. Is an IBM facility in Germany, for example much likely to reflect German ethic culture or IBMs corporate culture? This exa mple should be taken in to account to national culture override the organizations culture.Evaluate the current Organizational culture here if we take the McDonalds organization the organizations culture can be identified as follows.Organizational culture to cope up with National cultureMcDonalds company adjusts to cooking differences in various cultures. In the case of India, McDonalds offered vegetarian burgers to practicing Buddhists. Asian countries preferring risque taste saw the introduction of spicy burgers, chicken and seasoning. This provides options for customers to purchase diet with either the American taste or the local taste. McDonalds achieves balance by maintaining standardization in products but adjusting to the local taste. society operations trading operations Customer Oriented Product and service delivery of McDonalds is customer cantered. This pith that McDonalds primary concern is the satisfaction of its customers. This is ensured by applying a strict standar d of food and service quality. Under direct Supervision of Mother society Periodically, representatives from the mother company visit certain branches in severalise to ensure the maintenance of quality standards, to discover problems and issues, and to provide updates on operation, management and selling techniques.Relationship with the EmployeesThe company applies the employment policy of providing sufficient training to its workforce. former to starting work, newly hired employees are given a plus of the rules and regulations, company practices and the goals of the company. After this, the employees are introduced to the different components of the menu, process of food preparation, food-packaging techniques, dowery of food, handling the cash register, and establishing rapport with customers. New employees are given practical exercises for experience. switch over Management ProcessThe change management process is one of basic skill in that most Managers and larders drive to be equal in there management process. at that place are very slight working environments where change management is not important and not implemented.In here we are looking basic principles of change management, and provide few guideline on how these principles can be implemented.When senders and managers are preparedness to manage changes, there are five main philosophies which fate to be rememberVarious people respond various way to changeEverybody has basic need which have to be fulfilChanges regularly involves a loss, and people go through the loss curveAnticipation need to be managed rationallyFears have to be deal with changesThe some techniques in the change management practitioners belt are well known in the business and trade press. The good organizational change in their instruction execution and realization are required the introduction of lean manufacturing, 360 feedback, executive coaches, sixsome sigma, CRM, just-in-time supply and manufacturing processes su ch as kanban and kaizen, Total Quality Management, or endeavour applications such as SAP, and etcImportance (Objectives)of Change Management to the Organization1. To ply changes while, at the same time, maintaining or improving service stability and availability.2. To increase the probability of change process success.3. To reduce and minimize the ratio of changes that needs to be backed out of due to inadequate preparation.4. To ensure that all parties affected are informed of planned changes.5. To provide a say of changes implemented to assist with and shorten problem determination time.6. To ensure that expert and management accountability for all changes is identified.7. To assist with the accuracy of predictions of impact, such as response time, utilization, etc.8. To ensure that all affected parties are not simply informed, but necessary documentation and training is in place prior to the implementation.Organization Culture and Change Management ProcessThe organization c ulture and change management process are interrelated. There are many impact heathenish impacts for change management process. Ever organization has unique culture, so management system also adapted skirt that culture and if they implement any change process they have to adapt that change process with their culture, otherwise they have to change organization culture. community motivation process is often to improve the effectiveness of this employee in order to improve the financial status of the company. Some organizational cultures are making barriers to implement changes, so they have to overcome those resistant against to change. Most of manager and leaders are not willing to do changes, because they have some fear about it success or failure. Cultural changes or changes adaptation to culture are required to success of changes, because these two cannot be separated. solid relationship between organization culture and change management process always bring success of change. Model for the Changing ProcessChange is not conventional it does not chase the particular order in change management deterrent examples were suggested. So, when look at these stupefys of change management, permit a lot of flexibility when referring a model rather than referring any model too rigidly, The way of implementation of changes are differ and depending on which model is used, but we can fallow basic steps those are necessary to follow and those are common to any personal or organizational changes.Model for the Changing ProcessKotters Eight Change Model lav Kotters eight change model is so suitable compare with the other all models for widely distributed Supplier change process. It has eight steps to fallow for the appropriate change process that will be applied to Universal Supplier.(Source http//www.google.co.uk/images?clien) tone of voice One Create UrgencyThis may help to Universal supplier spark the initial motivation to get things moving company has low distributio n network so they want to expand it all over the UK, still it spread only within boundary of London. social club has threat from their market, because there are many competitors arising with new entrance. accompany has opportunity to expand its other region in UK because London is more war-ridden place many business organizations are located there, not only UK they have opportunity to penetrate other EU countries Like French. Company competences are enough for penetrate and expand the market network, but they should arm it further. feeling Two Form a Powerful CoalitionThe effective change leaders dont need to follow the traditional company hierarchy. To lead change, company management level need to bring all together a coalition, or team, of influential people whose origin comes from several of sources, including job title, status, expertise, and political importanceStep Three Create a lot for ChangeThe universal Supplier change process vision is to be a leading food supplier in UK and change objective is expansion of market network all over the UK and Penetrates to other EU countries such as French. When the first start thinking about change. There will probably be many great ideas and solutions floating around. consort these concepts to an overall vision that people can grasp easily and remember.Step Four Communicate the VisionChange vision is communicated all the stakeholders of Universal Supplier. There are various modes is implicated for success of vision communication.Step Five Remove ObstaclesUniversal Supplier has some obstacles from importing process. There are many rules and regulation impose when importing of products, and employee knowledge and skills are not enough for achieve that change. Therefore company has to remove those obstacles by using various strategiesStep Six Create Short-term WinsCompany should create short term wins like annual target coverage, 10% change coverage. Company should be given a taste of movement early in the c hange process. It will be encourage employees to range of mountains to lowest goal in changing processStep heptad Build on the ChangeCompany need to implement unremitting improvement and change build on going changes. In here final goal is penetrate to other EU countries that should be achieved in the change process. Continuous improvement is very important for going to final target.Step Eight Anchor the Changes in Corporate CultureThe fall in culture regularly identifies what gets done, so the values behind the company or person vision must show in daily work. call for continuous commitment to ensure those changes are seen in every sentiment of organization, this will help that change a solid place in Universal supplier (Pvt) LtdResistant to ChangeThere are many reason to change, those are due to lack of understanding, poor communication process, cultural and belief barriers, norms, conflict, company structure, technological capabilities, Managerial attitudes and style. Ther efore managers and other executives need recognise and identify different form of resistance1. Threat of power on an individual basis2. Threat of power on an organization basis3. Losing the control by employees4. Increasing the control of employees5. Economic factor and limitation6. Fear for the Jobs security7. Implication on personal objectives and plans8. be amiss about changes9. Fear of unknown10. Limited resources allocationThere are many factors for create resistance again changes. Organization should identify those barriers (resistant) to changes and need to find out overcome those resistant otherwise changes are not implemented successfully.Successful Method of Implementation of ChangeThere are several key parameters that need to be observed if change is to be successful, those are1. Idea and the need for the change Idea generally should be serious, and otherwise there is not a perceived need for change.2. interpretation Adaptation is occurred after key persons make decisio n chose to a brainpower with planed objectives. Executives and general employees should help to success of change process, and major organizational changes should be sign on legal documents by the board of directors3. Resources Change is not happened without resources, it requires allocated resources within time frame, specially required adjustable budget, and proper human resource, technology and etc.4. Implementation Implementation is occurred after create change decision with organizational plan. Capital approval, employee training, arranging of materials and equipments are very important in implementation process.ConclusionThis assignment analyses a broad area in organizational culture, and change management process.In the first part of the study the concept of culture of an organization has been studies in broad term under three main study areas. Which are organizational culture external internal factors affect for organizational culture and assessing a current organizational culture of an organization.In the second section a super understanding on culture of the organizations a study has been expanded to study understand the impact of changes that underpin individual and organizational performance. In that section the concept behind organisational culture and the changes to an individual and as well the affect of mangers personal values in working with team members has been explained properly.In the final section relationship between culture and changes has been understood and accordingly it was identified how organizational culture can affect organizational change process and then it was assessed how organizational culture can affect individual and organizational changes. Also ultimately it is discussed model of change process, resistant to changes and successful method to implementation of changes.Universal Supplier (Pvt) Ltd is UK based company, they import many food items from various Asian countries, and among that Sri Lanka is major country. Univ ersal suppliers are newly established company, it is not alder than 10 years, but its progress is very successful. World is change every day, new technologies are emerge and customer anticipation and satisfactions are change day by day therefore every business has to upgrade their standard. Universal suppliers have understood change system, so they give more priority to change their management and products relative to market change.