Organizational Culture and Change

According to Basu (2013) Organizational change is about reviewing and modifying management structures and business processes. Small businesses must adapt to survive against bigger competitors and grow. However, success should not lead to complacency. According to Hickman (2010) Organizational culture is the life force of an organization, the culture of a company is based on values, underlying beliefs, practices, behavioral norms, symbols, ceremonies and customs. Organizational culture can facilitate or inhibit change of an organization. In Lewin’s three-step model of organizational change it goes in order as 1) Unfreezing 2) Change 3) Refreezing. In order for change to be successful what steps should be considered? While it is important to establish a sense of urgency you first must create a vision of change and properly communicate your vision to your employees. Create short and learn term goals.

Reward your employees as they complete their milestones towards the projects goal. An example of organizational change and organizational culture for me would be when Fannie Mae went through the mortgage crisis and transition of all new leadership. It was a time that many long term employees got let go and the director’s board as well. The government stepped in and put new rules and stipulations on allowing borrowers to get loans they can afford to repay. Fannie Mae made this transition easier by establishing stricter borrowing guidelines and trying to recreate a positive atmosphere that Fannie Mae once was known for. They also rewarded their employees by completing their goals and having employee socials.

References

1. Basu. (2013). What is the meaning of organizational change>. Chron, Retrieved from http://smallbusiness.chron.com/meaning-organizational-change-35131.html 2. Hickman G. R., (2010) Leading Organizations: Perspectives for New Eras, 2nd Ed., Sage Publications, Thousand Oaks, CA.