New PDF release: Changing Organizational Culture: Cultural Change Work in

By Mats Alvesson, Stefan Sveningsson

ISBN-10: 1138918598

ISBN-13: 9781138918597

How is sensible switch paintings performed in sleek businesses? and what sort of demanding situations, initiatives and different problems are regularly encountered as part of it?

In a turbulent and altering international, organizational tradition is frequently obvious as significant for sustained competitiveness. businesses are confronted with elevated calls for for swap yet those are frequently so difficult that they meet heavy resistance and fizzle out. Changing Organizational Culture encourages the advance of a reflexive method of organizational switch, offering insights as to why it can be tricky to keep up momentum in switch techniques. established round an illuminating case research of a cultural swap programme, the e-book offers 15 classes at the whole swap trip; from research and layout, to implementation and the way organizational contributors may still process switch projects.

This more suitable version considers the latest reports on organizational switch perform, with new examples from companies and the general public region, and comprises one empirical learn which makes use of the authors’ personal framework, enriching their useful suggestions. It additionally attracts at the most recent theoretical advancements, together with rules of energy and storytelling. Accompanying the textual content is a web pedagogic and examine principles consultant on hand for direction teachers and academics at Routledge.com.

Changing Organizational tradition will be important studying for college students, researchers and practitioners operating in organizational reports, switch administration and HRM.

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Read e-book online Changing Organizational Culture: Cultural Change Work in PDF

How is functional swap paintings performed in sleek organisations? and how much demanding situations, projects and different problems are regularly encountered as part of it? In a turbulent and altering global, organizational tradition is usually visible as imperative for sustained competitiveness. businesses are confronted with elevated calls for for switch yet those are usually so difficult that they meet heavy resistance and fizzle out.

Extra info for Changing Organizational Culture: Cultural Change Work in Progress

Example text

Different ways of expression may cause confusion and trigger negative feelings and a distancing from other groups’ ideas and change suggestions. Techniques used in order to reduce resistance include involving organizational members in the planning of change, generally being open to participation, trying to reduce uncertainty through information and also encouraging experimentation. To be open about one’s owns assumptions of change processes, ambitions and expectations of outcomes of change may be one way of trying to reduce friction and resistance – at least a way of trying to clarify contradictions and the positions of resistance among those involved.

The latter points towards topics such as beliefs, values and symbols rather than rational economic calculation. If we take high salaries, for example, one can say that those who adhere to the idea of Homo economicus would suggest that this is a matter of buying power, while culture researchers would point to its symbolic value. The symbolic value is here connected to how one looks at oneself in terms of status and self-esteem. Culture is expressed in behaviour and can be seen in actions, events and other material aspects but does not refer to these exterior elements per se but to the meaning and beliefs these have for people.

2011). teams, we don’t know whether this has any thorough impact on how they think and make sense of their work. It is the deeper meanings rather than surface behaviour that are important. This is a general problem in studies of cultural change. Even when cultural aspects are addressed they are typically played down in terms of fine-tuned meanings. People’s sense making, feelings and experiences are typically not stressed enough since we don’t come close to the actual change process. In the case discussed, it is not clear how the changes were communicated and how the consultants involved thought about the suggested changes or how they responded in terms of meaning and significance.

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Changing Organizational Culture: Cultural Change Work in Progress by Mats Alvesson, Stefan Sveningsson


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