Considerazioni che Cambiano le Culture Organizzative

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“Poiché esso richiede l'introduzione di qualcosa di nuovo e sostanzialmente differente da quello che prevale nelle culture esistenti, l'innovazione culturale è (...) più difficile della manutenzione culturale. Quando l'innovazione accade, alcune cose sostituiscono o spostano altre… La gente resiste spesso a tali cambiamenti. Hanno buoni motivi a farlo. La gestione di successo dei processi di cambiamento della cultura o di creazione della cultura richiede spesso il convincimento della gente a capire che probabilmente i guadagni supereranno in peso le perdite„.


Nel loro eccellente libro “The Cultures of Work Organizations„, Harrison Trice e Janice Beyer forniscono un certo numero di idee da ricordare e considerare allorquando si cambia cultura organizzativa:


Otto considerazioni da tenere presenti quando si cambia la cultura di un' organizzazione

  1. Capitalizzare i Momenti Propizi. Per esempio scarse performance finanziarie. Assicurarsi che la gente realmente percepisce l'esigenza di cambiare.

  2. Combinare Attenzione con Ottimismo. Creare una prospettiva ottimistica riguardo quello che porterà lo sforzo del cambiamento.

  3. Capire la Resistenza al Cambiamento Culturale. Sia a livello individuale [timore dello sconosciuto, interesse personale, attenzione e ritenzione selettiva, abitudine, dipendenza, bisogno di sicurezza] che a livello organizzativo o di gruppo [minacce a potere e influenza, mancanza di fiducia, percezioni ed obiettivi differenti, rottura sociale, limitazioni di risorse, investimenti fissi, accordi inter organizzativi].

  4. Cambiare Molti Elementi, ma Mantenere una Certa Continuità. Per esempio identificare i principii che rimarranno costanti.

  5. Riconoscere l'Importanza dell'Implementazione. Accettazione ed entusiasmo iniziali sono insufficienti a spostare il cambiamento in avanti:

    • adozione
    • implementazione
    • istituzionalizzazione.
  6. Selezionare, Modificare e Creare le Forme Culturali Adatte. Utilizzare simboli, rituali, lingue, storie, miti, metafore, riti, cerimonie.

  7. Modificare le Tattiche di Socializzazione. Il primo modo per apprendere la cultura aziendale è attraverso il processo di socializzazione all'inizio del loro impiego. Perciò, se questi processi di socializzazione vengono cambiati, la cultura di una organizzazione comincerà a cambiare.

  8. Trovare e Coltivare la Leadership Innovativo. E` improbabile che i membri abbandonino qualsiasi stabilità sicura che deriva dalle culture esistenti e seguano un leader verso nuove direzioni a meno che quel leader trasudi sicurezza di sè, ha forti doti persuasive, una personalità dominante e riesce a predire una nuova vision con mimica ed eloquenza.

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


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Paragonare alle Otto Considerazioni per Cambiare le Culture Organizzative:   Livelli Culturali  |  Tipi Culturali  |  Intelligenza Culturale  |  Memoria Organizzativa  |  DICE Framework  |  Change Management Iceberg  |  Servant-Leadership  |  Inchiesta Elogiativa  |  Devianza Positiva  |  Fasi del Cambiamento  |  Sei Metodi di Cambiamento  |  Analisi del Campo di Forza  |  Teoria del Gruppo Centrale  |  Pianificazione del Comportamento  |  Apprendimento Organizzativo  |  Leadership Continuum  |  Modello di Cambiamento di Beckhard  |  Teoria della Contingenza  |  Pensiero di Gruppo  |  Spirale del Silenzio  |  Dimenticare, Prendere in Prestito ed Imparare  |  RACI  |  Devianza Positiva


Ritornare alla Disciplina di Gestione: Cambiamento & Organizzazione  |  Comunicazione & Abilità  |  Etica & Responsabilità Sociale  |  Risorse Umane  |  Leadership  |  Pianificazione & Project Management


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