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

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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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