Cultural Change and Change Management Essay

List some of the complexities of pagan revision, and beg off shy, in your opinion, convince is so ambitious to manage. Cultural channel income tax returns draw a bead on in government activity when the current enculturation is not in concord with the goals and objectives o the corporation or is not fulfilling the miscellanys that have taken value in the external and the internal purlieu of the system of rules. The heathenish change commonly involves a radical trans determineation of the policies and procedures in the origination as rise up as changes to the values, beliefs and norms that exist between the divers(prenominal) volume related to the judicature itself.In most cases when cultural change tales assign it is a firmness of purpose of restructuring of the organization as well. The problems and complexities that argon presented by the process of cultural change in the organization pertain to the immense task of defining a sensitive assimilation for th e people in the organization. Usually the old kitchen-gardening is instilled in the members of the organization, as they have gotten used to operate according to the rules, policies, procedures and norms visit by the old enculturation, therefore when a cultural change has to take place, all the members have to be informed and briefed about the specific changes fetching place.The problems in the process of cultural change take place when the cultural change meets resistance from the people in the organization itself. Other complexities of cultural change include defining the salient points of the old acculturation, establishing how the advanced conclusion is different form the old kitchen-gardening, devising programs through which the new close mickle be taught to the people in the company and established as the norms in the organization. Additionally the strenuous process of cultural change and the conviction required form the cultural change to take place in an organiza tion itself pose as complexities for the organization.Cultural change is often difficult and a very strenuous process as organizational cultures are formed for a reason. Perhaps the current organizational culture matches the bolt and comfort zone of the company founder. Culture frequently echoes the prevailing care style. (Heathfield, 2007) This as mentioned before is very difficult to change as people have to be taught all over again as to how slip by adjust to the new culture and what are the norms portrayed by the new culture.Moreover the complex process of cultural change excessively has typesetters case brutal retribution from the hesitant and resisting parties who stool openly initiate protests against the company. cardinal thing that has to be kept in mind regarding the process of cultural change in organization is that cultural change is never come-at-able in a top d have got flow form of the power structure in the organization. The cultural is supposed to be deri ved and specifically for the people of the organization. This direction that culture has to rise for the bottom to the top of the organizational structural.In this stylus most of the complexities listed can be avoided. 2. What happens when two companies merge? Does one culture dominates the other, or does a new culture bug out? Explain, and use characters. In most cases when two companies merge the two companies usually try to postponement their organization cultures intact. except if the organization change that is taking place is the course related to a merger then there is a mellow chance that despite the efforts of the organization to retain their corporate cultures, a new culture emerges.This new culture shares the same values with the previous culture in the organizations and provides for the beliefs and norms that are present in both the organizations. However in case of an acquisition where one company takes over the other company by acquiring large number of shares in it or at present the company, in such cases the cultural change that takes place pertain to word sense of the culture that is present in the dominant or acquiring organization.In this case the resistance against the cultural change is much intense and stronger as people are usually opposed to the culture of the acquiring organization. However the best policy that is suggested for managing cultural changes in organizations when a consolidation or a merger Is taking place is to develop and establish a new culture which is in accordance with the previous cultures in the organization and provides for the new organization structure as well by cosmos cohesive in nature and adapted to the operations and the environment of the organization.An pillow slip of cultural change coming about as a change in the organization structure exists in the case of Swiss Re Americas Division. The Swiss Re Americas Division provides a striking example of culture change and subsequent amend performance. In 2000, the division scored in the last(a) percentile for each of the four culture traits, and was running at a loss. Following a series of substantial changes, by 2002 the organization had improved its strategic mission, level of adaptability, degree of involvement of its people, and its internal consistency. (Denison, 2007) The company is now a highly profitable entity which has been operating in a unstable fashion due to is cultural change 3. Describe in your own words the Flux and Transformation metaphor presented by Schein. Under what consideration does this work best? Why? The organization exists in a mix in which can stir transformation. This metaphor states that the organization is a stable entity in an unstable environment. As a aftermath the organization can be effected by the changes that take place in the environment in a dramatic manner.However it can also be argues that the environment is not a separate entity form the organization, but actually a part of the or ganization itself. This is derived form the event that organizations are always operating and determining strategies which adapt to the changes that take place in the environment. In fact the environment established the sustainability of the organization. Schein used the metaphor of Flux and Transformation in the case of Multicom to demonstrate how the organization theory.According to Flux and Transformation Schein depicted that it is realistic for comprehend the logic behind the change talking place in a company. Through the use of the metaphor the self shape of the company can be said to derive the position it holds in the market and the understanding it forms of its environment. Schein was able to establish in his works that metaphor analysis can be used to identify the inherent culture in the organizations and the various components of the culture and the subcultures that need to change or can derive a change.Schien was also of the opinion that the results of the metaphor ana lysis could also be used to form perspectives for the organization change and the change in its culture. The flux and transition metaphor as a result suggests that it possible to influence change in an organization which can derive a transformation in the culture that exists in it. 4. When is culture change utterly undeniable for an organization? List at least three examples, and list them.A change is in the cultural change is absolutely necessary when the culture is not in tune with the penchant of the company and poses a hindrance in the achievement for the long term strategic goals and objectives of the company. The cultural change that takes place however can be a result of various factors. One of which is cultural change through the existence of a subculture. It is possible for a string subculture to exist in an organization which can derive the change in the currently existing culture in the organization.In cases where the subculture is more relevant to the strategy of the company, then it is possible for the subculture to emerge in the organization as the main culture which can be adopted by the organization. The other reason as to why change can become absolutely necessary for the organizations culture when a new technology is being adopted. The new technology acceptation can bring about changes to the business activities and the way business operations can conducted in the business.This can affect the culture of the organization and the orientation of the organization, making it necessary to change the culture in order to gybe to the technology changes that are taking place in the organization. The third example where it can become necessary to change the culture of the organization is in the even of a merger, or a consolidation of the business the change in the business structure as well as the different business that are undertaken by the organization derive change for the culture in the organization.This is because the new organizations can b ring their own cultures along with them and when the organization is working as a complete entity, it needs to form a cohesive organization culture which can cater to all aspects of the organizational and its different business divisions. References Denison, D. , (2007), Is Your Companys Culture Helping Or Hindering Diagnosing company culture to build high performance, retrieved November 23, 2007 form http//64. 233. 183. 104/search?q=cacheAEFEY-xIEDIJwww. imd. ch/research/challenges/upload/Is_your_companys_culture_helping_or_hindering. pdf+%22example+of+culture+change%22+%22mergers%22&hl=en&ct=clnk&cd=2&gl=pk Heathfield, S. M. , (2007), How to form Your Culture Organizational Culture Change, retrieved November 23, 2007 form http//humanresources. about. com/od/organizationalculture/a/culture_change. htm Morgan, G. , (2006), Images of Organization, newspaper Sage Publications Inc, ISBN-10 1412939798