Introduction to management 13th schemerhorn bachrach chapter 12

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Chapter 12 Organizational Change and

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 Explain the concept of organizational culture and discuss how it affects

organizational behavior and performance

 Describe how a multicultural organization handles subcultures and diversity issues.

 Identify alternative approaches to organizational change and the types of change

strategies and resistance to change found in organizations

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c) Power, diversity, and organizational subcultures

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3 Organizational Change

a) Models of change leadership

b) Transformational and incremental and change

c) Phases of planned change

d) Change strategies

e) Resistance to change

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Organizational Cultures

 The system of shared beliefs and values that guides behavior in organizations

 How new members learn the culture of the organization

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Four common organizational cultures, according to LeadershipIQ:

• Hierarchical cultures emphasize tradition and clear roles;

• Dependable cultures emphasize process and slow change;

• Enterprising cultures emphasize creativity and competition; and,

• Social cultures emphasize collaboration and trust.

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 Encourage positive work behaviors

 Discourage dysfunctional behaviors

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• How tight or loose is the structure?

Questions for reading an organization’s culture

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Figure 12.1 Levels of organizational culture—observable culture and core culture in the organizational

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 What is observable culture?

 What one sees and hears when walking around an organization

 Heroes

 Ceremonies, rites and rituals

 Legends and stories

 Metaphors and symbols

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Organizational Cultures

 Core culture: consists of the core values, or underlying assumptions

and beliefs that shape and guide people’s behaviors in an organization.

 Core values are beliefs and values shared by organization members

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 Important cultural values include:

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 Workplace spirituality:

 Creates meaning and shared community among organizational members

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Multicultural Organizations and Diversity

 involves inclusiveness, pluralism, and

respect for diversity

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 Characteristics of multicultural organizations:

 Pluralism

 Structural integration

 Informal network integration

 Absence of prejudice and discrimination

 Minimum intergroup conflict

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 groups of people who share similar beliefs and values based on their work or

personal characteristics

 Ethnocentrism is the belief that one’s subculture is superior to all others

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 Common subcultures include:

 Generational

 Gender

 Occupations and functions

 Ethnicity or national cultures

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 Diversity basically means the presence of differences

 Diversity alone does not guarantee positive performance impact

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 Challenges faced by minorities and women:

 Glass ceiling

 Leaking pipeline problem

 Harassment and discrimination

of the majority culture

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Figure 12.2 Glass ceilings as barriers to women and minority cultures in traditional organizations

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Diversity Leadership

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Organizational Change

 A change agent who takes leadership initiative for changing the existing pattern

of behavior of another person or social system

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 Change initiatives come from senior management

 Success depends on support of middle-level and lower-level workers

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 Bottom-up change

 The initiatives for change come from any and all parts of the organization, not

just top management

 Crucial for organizational innovation

 Made possible by:

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 Transformational and incremental change

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 Making continual adjustments as changes are being implemented

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 Uses formal authority as well as rewards and punishments to induce

change

 Relies on belief that people are motivated by self-interest

 Direct forcing and political maneuvering

 Produces limited and temporary results

 Most useful in the unfreezing phase

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 Rational persuasion strategy of change

data, and rational argument

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 Shared power strategy of change

from which support for change will naturally emerge

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 Why people resist change:

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 Checklist for dealing with resistance to change:

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 Methods for dealing with resistance to change:

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