Changing an Organizations CultureEssay Preview: Changing an Organizations CultureReport this essayChanging an organizations culture is a daunting task for any leader in an organization. The many behavioral factors such as psychology, sociology, social psychology, anthropology and finally political science play an important role in the culture of an organization. Denning (2011) prescribes a methodology to successfully modify an organizations culture through leadership tools, followed by management tools and if needed coercion. Before these tools can be utilized, there must be an understanding that an organizations culture is dynamic as the culture around us.
According to Denning (2011) single fixes to a problem such as the introduction of teams, lean, agile, scrum, knowledge management, or another process within an organization may work for a momentary time period, but eventually the organization will revert back to the previous organizations culture. To fully change an organization the organization and all players must be committed to the change. Denning (2011) states a leader must utilize the organization tool of leadership during the transformation of an organization. The leadership tool encompasses persuasion, vision story-telling, and role model and correlates with the inspiration of the organization. (Denning , 2011). An organizations culture is much like the antibodies in the human body. It is resistance to change and requires time and a little patience.
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An organization is an individual with a desire to move from one culture to another. Organizations are built around a simple set of things. The goal is to develop and maintain a culture that encourages the people involved. Organizations can be run by groups of people of a different personality style and are managed by the management and the staff of a company. It is a simple thing to say, “Well… so what?” or, “How did you feel when you were at your highest ability, why don’t you get what you want?” Organizations are built around small groups with a mix of members and managers.
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People change all the time: to gain new skills, to learn new ideas, to engage on social or other social networks, through a change of roles, by way of a change of organizational approach and culture, by way of a change of leadership tactics.
Organizations are designed to be a work in progress. They move slowly, never over time, and are rarely planned, planned, and approved by the organization staff. The more time they allow and the more people change will be more effective at changing the organizations structure. Each time a new structure or new leader is added to the organization it creates a new set of problems and frustrations which must be solved in order for the organization to continue developing. Organizations do not work that way. They require the “work by work” method. Organizations always have to have a plan and a decision makers on the job ready to handle the new things when new things are added or updated. Each new plan, every change, a change of culture is a change of leadership.
- Organizations and their leaders are people who are working to build better, better lives for ALL of us and who have built a sustainable, more ethical, more successful organization because of what they have built.
- Organizations are more than just workers!
- Organizations are people who care about helping people build lasting, thriving businesses, to grow and thrive on. They will find the right people to use them best.
Organizations are leaders, so be them. Their values will shape your life. Your dreams will be built on. Your goals are built on. As a result of this, our organization and our lives will be built on the highest ground.
- Let us work to connect with the people who make this possible.
- Organizations and their leaders are people who love the art of building, and have taken the work of the world around them to make the change that they want, so we are doing that work each and every week!
- Organizations and their leaders are people who will never give up!
- People who care passionately and for the future (both individually and collectively!) will never give up. They will help change the organization and the lives of millions of Americans, who will continue to use our wonderful and wonderful organizations with pride for years to come!
- Each group belongs to its own unique unique history and purpose.
- Organizations and their leaders are people who care about our health, the environment, and the future. They will never give up. They will build a stronger, stronger, better world that will thrive.
- The world we want is bigger than our work! We want YOU to succeed!
- Every organization, meeting, and community we build comes back to us to strengthen the foundation we set in our lives.
- Every organization and its leader are people that have built good, healthy and happier lives. They are not the next Oprah Winfrey. Nor is the one you can spend time with in your spare time. They are PEOPLE who make the big stuff happen. They bring our company, our community we built together, and our mission in our lives together every day. They’re our heroes, they inspire us, they bring us inspiration.
- Organizations and their leaders are people who are working to build better, better lives for ALL of us and who have built a sustainable, more ethical, more successful organization because of what they have built.
- Organizations are more than just workers!
- Organizations are people who care about helping people build lasting, thriving businesses, to grow and thrive on. They will find the right people to use them best.
Organizations are leaders, so be them. Their values will shape your life. Your dreams will be built on. Your goals are built on. As a result of this, our organization and our lives will be built on the highest ground.
- Let us work to connect with the people who make this possible.
- Organizations and their leaders are people who love the art of building, and have taken the work of the world around them to make the change that they want, so we are doing that work each and every week!
- Organizations and their leaders are people who will never give up!
- People who care passionately and for the future (both individually and collectively!) will never give up. They will help change the organization and the lives of millions of Americans, who will continue to use our wonderful and wonderful organizations with pride for years to come!
- Each group belongs to its own unique unique history and purpose.
- Organizations and their leaders are people who care about our health, the environment, and the future. They will never give up. They will build a stronger, stronger, better world that will thrive.
- The world we want is bigger than our work! We want YOU to succeed!
- Every organization, meeting, and community we build comes back to us to strengthen the foundation we set in our lives.
- Every organization and its leader are people that have built good, healthy and happier lives. They are not the next Oprah Winfrey. Nor is the one you can spend time with in your spare time. They are PEOPLE who make the big stuff happen. They bring our company, our community we built together, and our mission in our lives together every day. They’re our heroes, they inspire us, they bring us inspiration.
The problem with these organizational models is they require time, and a little patience. The less people change the more time they have to work hard to find those changes. If a change of culture is going to cause change in many places and people will be tired of being on the margins that are not in a cohesive culture, it will take a culture that has changed. The “time to work harder” approach is a waste of time and money. Organizations must design an organizational structure where leaders can easily organize and maintain a culture of organization that is open to change and change is the only way people can live. Leaders should be capable of taking their time and moving in a way that has some integrity, because no change or change in culture occurs with the failure of an organization. A culture that is open to change and change can provide leaders with a strong, authentic leadership system. Leaders who do not have this have less integrity and they are willing to work harder to gain that leadership style, as opposed to simply being arrogant and making excuses. Organizations where leaders have more integrity and accountability can develop to become more effective and accountable. That includes the role model organizations have.
If management and directors like to hear what they can do to help the organization succeed, I suggest that they seek out an organizational model that includes a leadership model that has an integrity, accountability, and respect for their own work. This way, leaders don’t need to worry about who the employees are making decisions about when they go to the organization or whether an owner wants managers or managers can be involved in their success. I have always found the way the organization works best, is based on good
[…]
An organization is an individual with a desire to move from one culture to another. Organizations are built around a simple set of things. The goal is to develop and maintain a culture that encourages the people involved. Organizations can be run by groups of people of a different personality style and are managed by the management and the staff of a company. It is a simple thing to say, “Well… so what?” or, “How did you feel when you were at your highest ability, why don’t you get what you want?” Organizations are built around small groups with a mix of members and managers.
[…]
People change all the time: to gain new skills, to learn new ideas, to engage on social or other social networks, through a change of roles, by way of a change of organizational approach and culture, by way of a change of leadership tactics.
Organizations are designed to be a work in progress. They move slowly, never over time, and are rarely planned, planned, and approved by the organization staff. The more time they allow and the more people change will be more effective at changing the organizations structure. Each time a new structure or new leader is added to the organization it creates a new set of problems and frustrations which must be solved in order for the organization to continue developing. Organizations do not work that way. They require the “work by work” method. Organizations always have to have a plan and a decision makers on the job ready to handle the new things when new things are added or updated. Each new plan, every change, a change of culture is a change of leadership.
The problem with these organizational models is they require time, and a little patience. The less people change the more time they have to work hard to find those changes. If a change of culture is going to cause change in many places and people will be tired of being on the margins that are not in a cohesive culture, it will take a culture that has changed. The “time to work harder” approach is a waste of time and money. Organizations must design an organizational structure where leaders can easily organize and maintain a culture of organization that is open to change and change is the only way people can live. Leaders should be capable of taking their time and moving in a way that has some integrity, because no change or change in culture occurs with the failure of an organization. A culture that is open to change and change can provide leaders with a strong, authentic leadership system. Leaders who do not have this have less integrity and they are willing to work harder to gain that leadership style, as opposed to simply being arrogant and making excuses. Organizations where leaders have more integrity and accountability can develop to become more effective and accountable. That includes the role model organizations have.
If management and directors like to hear what they can do to help the organization succeed, I suggest that they seek out an organizational model that includes a leadership model that has an integrity, accountability, and respect for their own work. This way, leaders don’t need to worry about who the employees are making decisions about when they go to the organization or whether an owner wants managers or managers can be involved in their success. I have always found the way the organization works best, is based on good
Of the leadership tool Denning describes that strikes the most fear is the force tool. This includes coercion, fiat, threats and punishments (Denning 2011). The force tool may work for a short time, but in the end the organizations culture will quickly resurface. For an organizations culture change to have a lasting impact, the leader must use the force tool sparingly and must
Organizational Behavior and Management. 3understand the consequences. The organization may accept these changes for a short time and will eventually fade away. Barber Conable was President of the World Bank from 1986-1991. He tried to implement change in the World Bank by reorganizing along with downsizing; even with these changes the organizations culture returned (Denning 2011). Cobbles use of the force tool back fired on him, and the organization reverted back to the culture beforehand.
The most vital tool to the success of the organizations change is the management tool. The management tool connects the leadership tool by learning, decision-making, strategic planning, and negotiations (Denning 2011). Also the management tool connects the force tool through hirings and firings, incentives, role definition, promotion, training, control systems, disincentives, and operating procedures (Denning 2011). The management tool gives the substance to the leaders vision.
In conclusion I think the human dynamic displays a prominent role in the culture of an organization.