Considerations Changing Organization Cultures (Соображения о изменении организационных культур)

Центр Знаний

«Культурная инновация (...) более трудная задача, чем сохранение культуры в связи с тем, что она влечет за собой внедрение чего-то нового и существенно отличного от того, что превалирует в существующей культуре. С введением инновации, какие-то элементы заменяют или вытесняют другие… Люди часто сопротивляются таким изменениям. На это у них есть обоснованные причины. Для успешного менеджмента процессов изменения культуры или создания культуры часто требуется убедить людей в том, что вероятные приобретения превосходят потери».

В превосходной книге «The Cultures of Work Organizations», Harrison Trice и Janice Beyer предлагают ряд идей, которые следует принять к сведению, когда вы изменяете культуру организации:

8 соображений для процесса принятия решения об изменении культуры организации.

1. Извлекайте выгоду из благоприятных моментов. Например, плохие финансовые результаты. Убедитесь в том, что люди, на самом деле, чувствуют потребность в изменении.

2. Совмещайте предосторежение с оптимизмом. Создавайте оптимистическое перспективы относительно того, к чему приведет попытка внедрения изменения .

3. Поймите сопротивление к изменению культуры. На индивидуальном уровне [страх перед неизвестным, личные интересы, селективное внимание и удержание, привычки, зависимость, потребность в безопасности] и на организационном или групповом уровне [угрозы власти и влиянию, отсутствие доверия, различные восприятия и цели, социальное нарушение, ограничения ресурсов, вложения в основной капитал, межорганизационные договоренности].

4. Измените многие элементы, но поддерживайте некоторую непрерывность. Например, определите принципы, которые останутся постоянными.

5. Признайте важность исполнения. Первоначальное принятие и энтузиазм недостаточны для того, чтобы успешно продолжать внедрять изменение:

   • восприятие
   • внедрение
   • институционализация.

6. Выберите, модифицируйте и создавайте подходящие культурные формы. Использование символов, ритуалов, языков, истории, мифов, метафор, обрядов, церемоний.

7. Модифицируйте тактику социализации. Главным образом, люди знакомятся с корпоративной культурой через процесс социализации на начальном этапе занятости. В связи в этим, если данные процессы социализации меняются, то культура организации также начнет изменяться.

8. Найдите и культивируйте инновационное руководство. Маловероятно, что сотрудники поступятся каким-либо стабильным положением в существующей культуре и последуют за лидером в новом направлении, если лидер не продемонстрирует уверенность в себе, не обладает сильными убеждениями, доминирующей личностью и не может разъяснить новое видение эффективно и с красноречием.

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

Форум Обсуждения на форуме о Изменение организационных культур. Ниже вы можете задать вопрос по этой теме, поделиться своим опытом, сообщить о новой разработке или что-то пояснить. Начать новую тему об Изменение организационных культур Поделитесь своими знаниями здесь (или задайте вопрос)   🔥 НОВЫЙ Культура изменяется только через действие Внедрить новую программу в организационную культуру не сложно. Очень трудно избавиться от старой программы �... 1   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... 44   46 комментария 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".... 11   5 комментария 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... 8   7 комментария 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... 7   2 комментария 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 ... 7   2 комментария 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... 1   Organizational Development and Organizational Culture How are organizational development and organizational culture interrelated, of what value is the knowledge of this interrelationship to managers?... 0   2 комментария

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Ссылки на Исследования Автоматический переход к другим полезным источникам, касающимся Изменение организационных культур. Новости Видео Презентации   Книги Академический Более

Сравните с 8 соображениями о изменении организационных культур:   Levels of Culture (Уровни культуры)  |  Culture Types (Культурные типы)  |  Cultural Intelligence (Культурный интеллект)  |  Organizational Memory (Организационная память)  |  DICE Framework (Концепция DICE)  |  Change Management Iceberg (Айсберг управления изменениями)  |  Servant-Leadership (Служащий-лидер)  |  Appreciative Inquiry (Восприимчивое дознание)  |  Positive Deviance (Позитивное отклонение)  |  Change Phases (Фазы перемен)  |  Six Change Approaches (6 подходов к изменениям)  |  Force Field Analysis (Анализ силового поля)  |  Core Group Theory (Теория центральной группы)  |  Planned Behavior (Запланированное поведение)  |  Organizational Learning (Организационное обучение)  |  Leadership Continuum (Континуум лидерства)  |  Change Model Beckhard (Модель перемен Beckhard)  |  Contingency Theory (Теория обстоятельств)  |  Groupthink (Групповое мышление)  |  Spiral of Silence (Спираль молчания)  |  Forget Borrow Learn (Забыть, занять, выучить)  |  RACI  |  Positive Deviance (Позитивное отклонение)

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