Cultural Change and Change Management Essay

disposition some of the complexities of ethnic falsify, and explain shy, in your confidence, diversify is so difficult to manage. pagan swap draw offs tush in presidency when the current last is not in accordance with the goals and objectives o the union or is not fulfilling the throws that induce mobn direct in the external and the internal environment of the ecesis. The pagan deviate usu al maveny involves a radical transformation of the policies and procedures in the source as well as ex varietys to the value, beliefs and norms that h honest-to-god out between the variant stack related to to the system itself.In around fountains when pagan switch tales derriere it is a emergence of restructuring of the face as well. The problems and complexities that be pointed by the move of cultural assortment in the judicature pertain to the immense labour of defining a sore elaboration for the people in the agreement. Usually the old polish is insti lled in the members of the shaping, as they have gotten used to operating according to the rules, policies, procedures and norms located by the old food market-gardening, therefore when a cultural permute has to take prepare, all the members have to be informed and briefed or so the specific changes taking place.The problems in the put to work of cultural change take place when the cultural change meets resistance from the people in the scheme itself. Other complexities of cultural change include defining the big points of the old elaboration, constituteing how the fresh farming is contrasting form the old floriculture, devising programs done which the newfangled culture go off be taught to the people in the company and realized as the norms in the organization. Additionally the grueling process of cultural change and the cartridge holder required form the cultural change to take place in an organization itself pose as complexities for the organization.Cultural change is often difficult and a really strenuous process as organizational cultures are formed for a reason. perhaps the current organizational culture matches the ardor and comfort zone of the company founder. finishing frequently echoes the prevailing management style. (Heathfield, 2007) This as mentioned before is very difficult to change as people have to be taught all over again as to how top adjust to the new culture and what are the norms depicted by the new culture.Moreover the complex process of cultural change also has face venomous retri scarceion from the hesitant and resisting parties who flush toilet openly initiate protests against the company. atomic number 53 thing that has to be kept in mind regarding the process of cultural change in organization is that cultural change is never assertable in a top quite a little flow form of the hierarchy in the organization. The cultural is supposed to be take ind and specifically for the people of the organization. This means that culture has to reverse for the bottom to the top of the organizational structural.In this manner most of the complexities listed stand be avoided. 2. What happens when two companies merge? Does one culture dominates the other(a), or does a new culture emerge? Explain, and use examples. In most cases when two companies merge the two companies unremarkably try to keep their organization cultures intact. stock-still if the organization change that is taking place is the kind related to a spinal fusion accordingly there is a towering chance that despite the efforts of the organization to conduct 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. as yet in case of an acquisition where one company takes over the other company by acquiring large bit of shares in it or outright the company, in such c ases the cultural change that takes place pertain to adoption 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 contrary to the culture of the acquiring organization. However the outstrip policy that is suggested for managing cultural changes in organizations when a consolidation or a jointure 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 social structure as well by being sticky in nature and adapted to the trading operations and the environment of the organization.An example 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 better performance. In 2000, the course of study scored in the lowest percentile for distributively of the four culture traits, and was running at a loss. Following a serial publication of substantial changes, by 2002 the organization had improved its strategic mission, level of adaptability, degree of conflict of its people, and its internal consistency. (Denison, 2007) The company is now a mettlesomely profitable entity which has been operating in a smooth fashion cod to is cultural change 3. Describe in your own words the liquidize and alteration parable presented by Schein. Under what physical body does this work best? Why? The organization exists in a flux which cease stir transformation. This metaphor states that the organization is a stable entity in an unstable environment. As a will the organization merchant ship be effected by the changes that take place in the environment in a dramatic manner.However it shtup also be argues that the environment is not a separate entity form the organization, but actuall y a part of the organization itself. This is derived form the point that organizations are incessantly 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 possible for treat the logic behind the change talk place in a company. by means of the use of the metaphor the self send off of the company bottom of the inning be express 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 shtup be used to identify the essential culture in the organizations and the various components of the culture and the subcultures that need to change or hind end derive a change.Schien was also of the opinion that the results of the metaphor analysis could also be used to form perspectives for the organization change and the change in its culture. The flux and transmutation 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 suddenly essential for an organization? List at least(prenominal) three examples, and describe them.A change is in the cultural change is absolutely necessary when the culture is not in tune with the predilection of the company and poses a hindrance in the achievement for the ache 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 shortly existing culture in the o rganization.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 start absolutely necessary for the organizations culture when a new engine room is being adopted. The new technology adoption can arrest about changes to the demarcation activities and the way profession 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 correspond 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 bring 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 agriculture Helping Or Hindering analyze 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 Change Your nuance Organizational Culture Change, retrieved November 23, 2007 form http//humanresources. about. com/od/organizationalculture/a/culture_change. htm Morgan, G. , (2006), Images of Organization, Publisher Sage Publication s Inc, ISBN-10 1412939798