Organizational behavior is one of the main factors organizations have to take into account in order to be successful. The understanding of the way the organization works will be the one who give the ability to predict what is going to happen and to create the proper plan and strategies to face it.
To analyze this organizational behavior several factors have to be evaluated, between the ones we have the corporate culture.
The corporate culture is the set of values, assumptions, practices and characteristics valued by the members of an organization and that determine the way things are done in it. This force is very decisive in the success of the organization, because it can result in a positive effect in their members creating a sense of belonging and identity that make them work for and overall objective. It also can result in a motivational factor, making employees enjoy their work environment and increasing the job performance and commitment of them. On the other hand a misleading of such culture, where the rules and regulation become more important than the overall objective, could be detrimental to the organization resulting in an obstacle to flexibility, change and innovation.
It is possible to change corporate culture? It’s not only a possibility but also a need, because the organizations are facing everyday different changes in their internal and external environment, and to face them they need to create different strategies that sometimes need a renovation of the corporate culture. Change this it’s not an easy task, because is “play” with something that has been created since the creation of the organization and formed during years of interaction between their members. To achieve this change is necessary to first understand and analyze the actual culture and behavior of the organization, follow by a clearly understanding of the objective or the deficiency that is causing this transformation and finally by the creation of the proper mechanisms to apply the change from a global to an individual perspective, in which the members understand and agree to change.
Image Taken from: Steve Cartledge Consulting PTY LTD. Leadership, Culture, Communication & Change Management. http://www.stevecartledge.com. Accessed 29 January 2011.
Good Job...You´ve got the idea!
ResponderEliminarIsn't it arguable that changing corporate culture is a need? Well, I think it's preferable to think on adaption to changing situations through a consistent and coherent organizational culture, because changing it would simply mean to change the identity of a group and how appropiate that would be remains under discussion.
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