Changing Organizational Culture - some school of thoughts

Many organizations decide at some point that they need to “change our corporate culture” so they can be more competitive in the marketplace. Here are some thought provoking comments should you decide that if you are one among those organizations. The following hierarchical model will be used to guide the reader.

• Culture
• Value
• Attitude
• Behavior
• Roles
• Process & Procedures

How Can I Change Organizational Culture? You Can’t!

It is not so easy. The only quick and significant way would be to get rid of everyone and start all over again; meaning massive layoffs, extensive rehiring and restructuring.

What is the “Organizational Culture”? Well, sociologists, anthropologists and archeologists spend entire careers trying to understand and reconstruct cultures. In a business setting we might describe “culture” as the collective shared beliefs, goals and values of the employees. It takes decades to create cultures so it is doubtful that a consultant or executive proclamation or edict will significantly alter the values of the employees.

Jack Welch took over two decades to create the “GE Way”. IBM, Microsoft and other leading organizations have taken many years to fashion a corporate culture. In fact, “culture” can’t be measured, touched or even seen. One can observe some semblance of the shared values and norms by listening to what people say, the rituals they perform, the way they dress, their dances and music and what is generally important to them. But those are open to interpretation as scientists discover when attempting to excavate a site. So shift the focus from changing the culture. That leaves with changing “values”.

to be Continued….