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Organisational Culture And Organisational Change Essay

2464 words - 10 pages

Organisational culture and organisational change
In organisations all over the world, employees having different mindsets and backgrounds will work together in a coordinated manner to accomplish their allocated work, under the supervision of a leader. This ‘collage' of workers, although having differences, will work to finish their allocated work for the benefit of the organisation as well as themselves. The uniting of these workers for a common objective under a single structure could be difficult thing to actualize because the differences between could lead to dissension, affecting the organisational atmosphere. As these different workers would try to impose their own attitudes and ...view middle of the document...

So, this paper as part of literature review will discuss how implementing a common organisational culture will lead to organizational change and how leaders and managers had to be aware and importantly control these changes by case studying Starbucks.
Literature Review
When an organization initiates the process of change management, the first main role the leader should perform is build an academically, technically strong and experienced workforce as part of the organisational culture, who will be able to do the assigned work effectively and professionally. This view was agreed by Schein (2004, p. 261) who in his work, Organizational Culture and Leadership said, “... best way to build an organization was to hire very smart, articulate, tough, independent people and then give them lots of responsibility and autonomy”. He further went on to say that, normally, organizations or its management or its leader in the initial stages will recruit or build a working group of employees, by associating individuals who came from the same ‘stable' like friends, work mates, family members, etc. This mainly happens at the start of the organization. Then, as the organization continues to function, setting different targets and importantly initiating the change management process, it will give rise to different needs, necessitating recruitment of new set of employees and training the existing employees.

So, one of the first ways in which the organizations can positively begin its change management process or positively manage the changes is by strengthening its recruiting process, with the leader playing a prominent role in the recruitment process. This crucial importance of leader in the change management process has been put forward by the former American President, Roosevelt (cited in Goulston, 2006, p.38), who has said that “The best executive is the one who has sense enough to pick good men to do what he wants done”. After recruiting the new staffs, organizations should train or coach or mentor the recruited staffs and even the existing employees, for it to manage the changes optimally and reach the top echelons. That is, when the existing or old employees of the organization fall short in their performance, mainly due to any lack of skill and knowledge about the new process, the leaders should formulate and implement good training methods. An wholesome training will do a world of good for the employees, as they will become equipped skill wise and knowledge wise, and will be able to undertake theirs allocated work as part of management change, with renewed confidence, to aid the leaders. On the other hand, Hughes and Kinder (2008) in the website, Training zone brings out the different or negative perspective of these training programs by stating that, if the employees are not trained well enough and thus were unable to work in the changed environment effectively, it will paralyze the whole organization. Their words are, “In order to remain competitive,...

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