Can organizational cultures be changed Research Paper

Can organizational cultures be changed - Research Paper Example Despite the many changes that occur worldwide, an organization can stay impermeable towards change. According to Miller, et al. (2003), if the organization is deeply rooted with their institutional context, thickened and insulated from the outside world and with predefined organizational dynamics, then the said organization can be impermeable with change. An organization can be measured with its history. The values, philosophies, vision and strategies of the organization during their foundation years contribute to the culture of that organization. Every personal history of the individual within the institution contributes to the current and future decisions, behaviors and choices of the organization as a whole. And with time value, this organization becomes formalized and standardized thereby making them change resistant. The managerial practices and the core values demanded by this organization require new entities to follow their norms and whoever disagrees from it can leave anytim e. If the leaders of the organization are tightly bounded with their set of standards and rules, they are bound to stand resistive of what is around them making culture change impossible. This has been a reality in countries such as China, which is embedded with Confucianism, and Russia rooted with Communism (Miller,et al., 2003:393-394). Culture contributes highly to the overall functioning of an organization. It has an impact on the effectiveness of the organization which reflects the reasons why the organization existed in the first place. There have been a lot of researches done by various organizations to achieve that optimum effectiveness and functionality. According to Denison and Mishra (1995), for the function of a certain organization to be highly effective, there are various elements involved such as involvement, consistency, adaptability, and sense of mission or long-term vision. These traits can indicate the organizations flexibility, sense of response, open-mindedness, direction, and integration. With these traits evident in the culture of an organization, it is easier to predict the growth, quality, satisfaction, profitability and the overall performance. To gain these traits, it is inevitable for the organization to steer with change throughout time. With time factor drifting from one era to another, it is imperative for everyone to adapt with change. The change in technology, communication, transport, machineries and other aspects, humanity are forced into dependence upon these changes for greater gain. The advent of 20th century has toppled the traditional practices and various individuals and organizations must be creative in using their knowledge-based human capacity to balance their organization’s culture with the fast paced change happening in the world today. This has been a challenge for various minds, scholars and individuals to develop new and keen theories and methods applicable for organizations. Organizations of today are no longer conformed to the geographical location, religious beliefs and nationality. Instead, there is a global vision, expansion, influence and competition going on (Walsh, Meyer and Schooenhoven, 2006). This has been evident to the many industries that are present today. Multinational industries with global influence have adapted various changes in their organization culture to cope with the realities that

Organizational Case Study Essay Example | Topics and Well Written Essays - 2500 words

Organizational Case Study - Essay Example Multiple tiers of research, analysis, theories, hypotheses, and conclusions will be drawn apply the necessary programs as well as the human and other resources to successful serve all areas -- senior level managers/executives and the board of directors, full time employees, professional and paraprofessional staff, as well as the clients from the urban community -- of the organization. In a professional bureaucracy such as the Continuing Education Department, the administrator must be disseminate the department piece by piece, work group by work group, market segment by market segment to properly determine roles and responsibilities as well as levels of accountability. "Its operating core is large relative to its other structural parts - particularly the technostructure. Few managerial levels exist between the strategic apex creating a flat and decentralized profile. Control relies heavily on professional training and indoctrination." (Bolman & Deal, 2003, pp. 65-66) This approach will provide a grid and foundation for future forecast and the building of paradigms and theories to manage and develop programs in response to the needs of employees and affiliates as well as market (s) and community needs. Further segmentation, research and analyses provides greater understanding of the customers needs, trends and opportunities for innovations to serve both the communi ty outreach efforts and the staff development activities. The identification, research and analyses should provide the material to determine best practices, development of the Strengths, Weaknesses, Opportunities and Threats (SWOT) analyses, due diligence, competition within and without the immediate market community as well as trends in the distance and continuing education industries collectively. The development of other approaches will provide the basis for understanding decline in enrollment over the last two (2) years for both the staff development and community outreach programs. It is necessary to thoroughly understand the organizational chart, gaps strategy, reevaluation of corporate missions, the identification and qualification of redundant and/or overlapping responsibilities and programs, as well as streamlining departments, funds for the programs from both the strategic and operations levels to appropriately identify, define, qualify, design, redesign, develop and imple ment effective and efficient solutions and methodologies. Leadership and Strategic Planning Any philosophy developed to properly administer policies and procedures must reflect the organizational proficiencies as well as the community's needs, as this will allow both the internal and external environment to grow synergistically and symbiotically. The objectives must be apparent in the organization's long and short term goals and be a model to develop other programs as well as a foundation on which the organization can grow in response to the community's needs. In order to approach or create methodologies that address the organizational needs, careful assessment must be made to understand corporate mission and Strengths, Weaknesses, Opportunity and Threats (SWOT). These are areas which provide focus and bench marks in checking and reviewing environmental feasibility issues.