« Puisqu'elle entraîne l'introduction de quelque chose de nouveau et essentiellement différent de ce qui prévaut dans les cultures existantes, l'innovation culturelle est (...) plus difficile que l'entretien culturel. Quand l'innovation se produit, quelque chose change ou en déplace d'autres… Les personnes résistent souvent à de tels changements. Elles ont de bonnes raisons. La gestion réussie du processus de changement de culture ou de la création de culture entraîne souvent de convaincre les personnes que les gains probables sont supérieurs aux pertes ».
Dans leur excellent livre « The Cultures of Work Organizations », Harrison Trice et Janice Beyer fournissent un certain nombre d'idées que vous devriez mémoriser et prendre en considération lorsque vous changez la culture d'une organisation :
Huit considérations à garder à l'esprit quand vous changez la culture de l'organisation
Capitalisez à partir des moments propices. Par exemple une performance financière décevante. Assurez-vous que les gens perçoivent réellement le besoin de changer.
Combinez prudence et optimisme. Créez des perspectives optimistes concernant ce que l'effort de changement apportera.
Comprenez la résistance au changement de culture. Aussi bien au niveau individuel [les craintes de l'inconnu, l'intérêt personnel, l'attention et la mémoire sélectives, les habitudes, la dépendance, le besoin de sécurité] qu'au niveau de l'organisation ou du groupe [les menaces pour son pouvoir et son influence, le manque de confiance, les différentes perceptions et buts, la rupture sociale, les limites de ressource, les capitaux fixes, les accords inter-organisations].
Changez beaucoup d'éléments, mais préservez une certaine continuité. Par exemple identifiez les principes qui demeureront constants.
Prenez en compte l'importance de la mise en oeuvre. L'accord initial et l'enthousiasme sont insuffisants à eux seuls pour mener le changement de l'avant :
adoption
mise en oeuvre
institutionnalisation.
Sélectionnez, modifiez, et créez les formes culturelles appropriées. Utilisation des symboles, rituels, langues, histoires, mythes, métaphores, rites, cérémonies.
Modifiez les tactiques de socialisation. La première voie par laquelle les personnes apprennent la culture de l'entreprise est par le processus de socialisation au tout début de leur emploi. Pour cette raison, si les processus de socialisation sont changés, la culture de l'entreprise commencera à changer.
Identifiez et cultivez le Leadership d'innovation. Les membres sont peu susceptibles d'abandonner la stabilité sécurisante qui leur vient d'une culture existante et suivent un chef dans une nouvelle direction que si ce chef respire la confiance en soi, a des convictions fortes, une personnalité dominante, et puisse prêcher la nouvelle vision avec art et éloquence.
Livre : Harrison Trice and Janice Beyer - The Cultures of Work Organizations
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Analyser les artefacts de l’organisation
Prendre en compte la culture organisationnelle qui se fonde sur les traditions, normes, valeurs dominantes et les croyances de l’organisation. Sans oublier d’analyser les artefacts qui sont selon Edga...
Changement de culture de l'organisation
Il existe d'autres considérations non moins importantes à prendre en compte, comme:
1. La ou les cultures locales pour une organisation en délocalisation;
2. Un management spécifique des ressources ...
Des règles normatives et des règles pragmatiques
Ce sont ces règles cités précédemment, qui déterminent le mode de fonctionnement de l’organisation à travers la précision des niveaux hiérarchiques, par exemple. Elles essaient également de prévoir le...
Why you Should Change an Organizational Culture Slowly
You consistently hear lots of people talking about the need to change the culture of organizations. Technology-oriented people in particular stress the need to do so quickly, radically and even totall...
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 a...
Is Culture Change not Manipulating Employees?
Is this way of planned dealing with (changing) organization cultures not in fact a way to manipulate the work, minds and values of employees?
If yes, is this manipulation allowed, as changing the cul...
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 mission of the respective organization.
Technolog...
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 a group being considered".
Then ...
Shaping Organization Culture through Stories
We can also look at culture as the daily set of stories that people tell in a complex adaptive system. This means if you want to change the culture, change the system constraints that influence the st...
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 ...
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 leaders...
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How to Change Bad Norms or Behaviors of your Team?
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Initiate, implement, develop and sustain change In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through ...
Corporate Culture Best Practice An interesting article in the issue of Fortune (Sept. 5, 2005, no. 15) explains how Jong-Yong Yun, CEO of Samsung, is re...
Changing Organization Cultures According to J.E. Kee and K.E. Newcomer ("Why Do Change Efforts Fail? What Can Leaders Do About It?", The Public Manager...
Comparing Organization Culture Constructs One reason so many constructs have been proposed is that organizational culture is so vast and inclusive in scope.
Came...
Changing Organizational Cultures, What to DO and what NOT According to Jon Katzenbach and Ashley Harshak ("Stop Blaming Your Culture", strategy+business, Spring 2011, Issue 62), ...
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Creating Cultural Change with Strategic Intent In his 1994 paper "Leadership and Strategic Intent" Charles E. Smith identified three main stages in the process of cult...
Developing an Organizational Coaching Capacity, Learning Organization, Developing Coaching as an Organizational Capacity COACHING ON AN INDIVIDUAL LEVEL
In their book "Trillion Dollar Coach: Lessons for Managers", Google's Schmidt, Rosenber...
Organizational Culture Change, Transformation of Company Culture Ferrazi (2014) argues that changing organization cultures and treating drugs addiction have a lot in common. Indeed this...
Change Management, Organizational Change, Turnaround Management When choosing between internal or external change agents, organizations should consider following advantages and disadva...
Organization Culture, Culture Change, Corporate Culture, Change Management, Recruitment Why is changing an organization culture so difficult? Because, once it is established, a culture has the tendency to str...
Innovation Management, Culture Change, Organizational Change, Innovative Culture, Organizational Culture Many large-scale attempts to make organizations more innovative are experiencing organizational inertia, barriers and/or...
Strategic Communication, Leader Skills, Communication Skills, Leader Perspective Inspiring the organisation to create a better future is arguably the ultimate mission of any leader or CEO. That's why a...
Change Management, Organizational Change, Culture Change Management can choose from this menu of actions to change a problematic corporate culture:
1. Making a compelling case...
Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making Kim, T (2015) elaborates on decision making on "non-routines" or innovations. According to him, non-routines can be seen...
Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that c...
Corporate Culture Change, Change Management, Organizational Change Implementing a significant change is generally easier when the corporate culture is not strong. By strong Corporate Cult...
Sources d'Information
Diverses sources d'informations sur Changement des Cultures d'Organisation. Vous trouverez ici des powerpoints, des vidéos, des actualités, etc. à utiliser dans vos propres conférences et ateliers.
Cross-Cultural Management, Cultural Dimensions, Cultural Intelligence, Multicultural Teams, Global Leadership, Global HR This presentation consist of six sections that together form an extensive description of management across cultures. The...
Strategy Execution, Strategic Change, Change Management, Strategy Implementation Dr. John Kotter explains most clearly how the rate of change of events, technology, globalization, products and markets ...
Innovation Management, Managing Creativity, Managing Creative People, Fostering Creativity in Organizations, Creativity This presentation elaborates on the management of creativity in organizations, and includes the following sections:
1. ...
MNCs, Multinationals, Multinational Companies, Globalization, International Leadership Development, Cultural Intelligenc A. How to build a global leadership group in which people can cope with the complexity of working globally?
1. Re...
Dealing with Resistance to Change, Change Management, Training, Workshop Dr. John Kotter gives remarkable advice on dealing with "No, No, People" (strong resisters in change initiatives).
Acco...
Initial Understanding of Organizational Culture and Why it Matters to an Organization Daniel Denison explains what an organizational culture is and why this own unique identity matters to an organization. H...
Change Management, Need to Change, Change Management Dave Weber reveals that Charles Darwin never said that the strongest of the species survives.
What he actually said was...
Change Management, Leadership Presentation by Amanda Singleton about how CC can be changed and what is the role of leadership. Slide titles include: ...
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