Considerations Changing Organization Cultures

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Eight considerations to consider when you are changing the culture of an organization. Explanation of Changing Organization Cultures of Trice and Beyer. ('93)

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"Because it entails introducing something new and substantially different from what prevails in existing cultures, cultural innovation is (...) more difficult than cultural maintenance. When innovation occurs, some things replace or displace others... People often resist such changes. They have good reasons to. The successful management of the processes of culture change or culture creation often entails convincing people that likely gains outweigh the losses".


In their excellent book "The Cultures of Work Organizations", Harrison Trice and Janice Beyer provide a number of ideas that you should remember and consider when you are changing the culture of an organization:


Eight considerations to keep in mind when changing organization cultures

  1. Capitalize on Propitious Moments. For example poor financial performance. Make sure people actually perceive the need for change.

  2. Combine Caution with Optimism. Create an optimistic outlook regarding what the change effort will bring.

  3. Understand Resistance to Culture Change. Both at the individual level [fear of the unknown, self-interest, selective attention and retention, habit, dependence, need for security] and at the organizational or group level [threats to power and influence, lack of trust, different perceptions and goals, social disruption, resource limitations, fixed investments, interorganizational agreements].

  4. Change Many Elements, But Maintain Some Continuity. For example identify the principles that will remain constant.

  5. Recognize the Importance of Implementation. Initial acceptance and enthusiasm are insufficient to carry change forward:

    • adoption
    • implementation
    • institutionalization.
  6. Select, Modify, and Create Appropriate Cultural Forms. Employing symbols, rituals, languages, stories, myths, metaphors, rites, ceremonies.

  7. Modify Socialization Tactics. The primary way that people learn the corporate culture is through the socialization process at the beginning of their employment. Because of that, if these socialization processes are changed, an organization's culture will begin to change.

  8. Find and Cultivate Innovative Leadership. Members are unlikely to give up whatever secure stability they derive from existing cultures and follow a leader in new directions unless that leader exudes self-confidence, has strong convictions, a dominant personality, and can preach the new vision with drama and eloquence.

Book: Harrison Trice and Janice Beyer - The Cultures of Work Organizations -




Changing Organization Cultures Forum (22 topics) Help
  Changing Countries with Army Leaders without any Management Know-how  - How does one bring change in third world countries like in Pakistan when the top management (CEO/COO) are army personnel while the staff are from different schools of thought i.e. fresh graduates of university and highly professional....      
  How to change unwanted behavior of employees?  - Behavior of the employees does affect the performance of the organization. Ultimately the customer will be dissatisfied.
This, if not managed, will bring the company down. How does one go about changing unwanted behavior of the employees?...
     
  Cultural Change: from Where Into What?  - I miss an important point, from where to change into what? Leaders and managers of today need a tool that they can use to establish the gap. Preferably with the help of a large part of the organisational population. Our Conlibrio Colours of Cultur...      
  Organization Culture Change  - I am bit involved in changing work place culture. I am active member of various committees formed of employee representatives. I am giving my constructive feedback which is leading to employee satisfaction in the workplace. I am happy that oth...      
  Unoffical Leaders and Cultural Change  - Managers must identify and ensure unoffical leaders have ownership in the cultural change process of the company. Unofficial leaders are those who have perceptions of authority or have natural leadership within the organization. Ofthen these p...      
  How Can we MEASURE Mindset Change?  - To successfully change an organisation, one major step is often to change the mindset of the people. I am curious to your insights / knowledge:
1. How can we measure the improvements made on changing the mindset? (interviewing, ob...
     
  Pro / Cons of a Strong Organisational Culture?  - I think the summary provided is very useful, however I was seeking for the pros and cons of a strong organizational culture. Any ideas?...      
  Change in 3rd World Countries Vs. Developed World  - Although change is a must in an international context, the importance varies in some parts of our world, specially in the 3rd world countries. Here, the speed of change is slow and sometimes there is no change in some countries in the 3rd world count...      
  Drift or Step Response Change  - In electronic control systems we learn about two types of changes:
- Drift is a gradual change which happens due to small effects of many factors.
- Step response is a major change that happens due to step change signal...
     
  Culture Change and Coalitions  - The drive for control of scarce resources forces a political frame in the process of a culture change among groups with diverse interests. The dominant coalitions (old guards, stewards, partisans) play a role in the directions of change. The o...      
  The LEADER's ROLE in Culture Change  - The leadership in most cases craft and engineer the culture change. They need to demonstrate the aspects of the new culture. They begin to own and dispense the new ways. A new culture must be learnt and learning is a process. The leader...      
  Changing Culture Through Working on TRUST  - It is my conviction that in practice changing a culture in a wanted direction starts and ends with the creation of trust-based relations between people and within teams. Trust results in better communication and feedback. How to create trust? One way...      
  Changing Organization Cultures: What is the Critical Element to Start?  - When you study the political culture of a country for instance, USSR from Tsarist Russia it took a revolution to change a culture. The only thing that revolutionaries forget is the innate culture of people. It never goes away completely.
Same wi...
     
  What is `Organisational Culture`?  - None of the post's here initially define what organisational culture is.
To include it: "Communication and behaviour that reflects the virtues, values and beliefs of the group being considered".
Then we must naturally consider the
     
  Engage People in Vision, Strategy and Culture Change  - Some very interesting observations and insights here. I agree totally that the people within the organization have to be engaged in its vision and strategy - and to find their place in it - and how they will contribute. For a culture to exist ...      
  Organization Cultures Have to Change  - Changing organizational cultures is indeed hard but there is no other way out as organizations exist to serve the interest of the society besides the      
  Organisational Culture Change  - The only way to change organisational culture is to
a) ensure that there is a strong leadership vision and
b) to then engage with the entire organisation, bottom up, around that vision towards defining what factors, principles...
     
  Organizational Development and Organizational Culture  - How are organizational development and organizational culture interrelated, of what value is the knowledge of this interrelationship to managers?...      
  Changing Organization Culture is Hard  - Changing the culture of an organization is difficult and seems like a tall order, especially if the organization has been in existence for a while with many long serving employees. How can one overhaul such an organization including top manag...      
  Organizational Development: HR Aspects  - What are the human resource aspects of strategic change?...      

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Compare with the Eight Considerations towards Changing Organizational Cultures:  Levels of Culture  |  Culture Types  |  Cultural Intelligence  |  Organizational Memory  |  DICE Framework  |  Change Management Iceberg  |  Servant-Leadership  |  Appreciative Inquiry  |  Positive Deviance  |  Change Phases  |  Six Change Approaches  |  Force Field Analysis  |  Core Group Theory  |  Planned Behavior  |  Organizational Learning  |  Leadership Continuum  |  Change Model Beckhard  |  Contingency Theory  |  Groupthink  |  Spiral of Silence  |  Forget Borrow Learn  |  RACI  |  Positive Deviance


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