Organizational Culture Change
The business environment is ever-changing in all industries. With the rapid and continuous changes in technology, companies need to invent new ways of doing business to cope with the new environments. Since culture is an integral component of organizations, it should also be dynamic. Employee behaviors and beliefs should change to align with emerging environments. Thus, there should always be a procedure to follow to achieve effective culture change in organizations as discussed in the article titled “Guidelines for changing organizational culture: a case study in a telecommunication company”.
It is important to involve all employees in the change process. Employee involvement can be achieved through participative management. Participative management results in better performance, especially in production segments, where employees desire to be involved in the process. Involving employees in the change process motivates them and they feel part of it. They will, therefore, be willing to adapt to the new procedures with minimal resistance.
When Beth Israel Deaconess Medical Center (BIDMC) was making losses, one of the recommendations was to change the organization’s culture. To achieve this, communicating changes to employees was important as well as having a communication channel between junior employees and senior management. To achieve organizational change, I think the first step will be to explain to employees the difference between the previous culture and the new culture and how it will positively impact the organization’s performance. Communication should be the focus of any culture change process in organizations. It fosters inclusivity and transparency.