Reference no: EM131342837

Reply to given responses:-

Question 1: How are organizational culture and organizational change interrelated?
Response: Examining the relationship between organizational structure and culture change hinges on two premises: First, an organizational culture develops around the organizational structure, and a culture change will be required to change the firm's structure. Second, an organizational structure can remain, but the organizational culture can change if management changes how workers are assigned to roles in the same stucture.

Response: Organizational culture has a major impact on an organization's ability to be flexible and agile. The ability for businesses to change and adapt to different business climates has never been more important. In order for an organization to change, there are several traits that need to be displayed. First, employees need to feel like they have the ability to influence leadership. Adding employees into the decision making process does slow it down, however, it can reveal important information that leadership may have missed. When employees are involved in the decision making process, they are more likely to "buy in" to organizational change. Next, an organization should foster a culture of innovation and encourage risk taking. An organization that doesn't display those traits allows its employees to become comfortable with the status quo and resist change. Finally, an organization should develop a mission statement to encourage a sense of ownership. Organizations that have created a culture of trust and loyalty are more likely to be willing to adapt to organizational change. There are many other components of organizational culture that play a part in this process, but influence, decision making, and corporate vision are the first three that came to mind.

Question 2: Of the change process described in Chapter 8, describe which of the 4 elements you feel is the most critical in the successful management of change. Provide examples of your experiences with successful or non-successful change.

Response: I think the most important is shared vision because when embarking on any change effort, its the change leader's job to develop and deliver an inspiring view of the future state, and enlist others to move towards it. People assimilate a lot easier, and work with greater commitment, when they are guided by a vision. This is the starting point for transformational change. If this step is missing, any one of the five factors for successful change will suffer.

Ex. Here at Ottawa University we have to take a core thats called Senior core and it basically five people in a group and we have to come up with a topic and the University. We all brain storm and come up with ideas. We all had to write papers about the topic we chose as a group. At the end of the semester we all come together and have a debate on the situation and how we can make it bette.
What should I reply?
Response: I think the most important is shared vision because when embarking on any change effort, its the change leader's job to develop and deliver an inspiring view of the future state, and enlist others to move towards it. People assimilate a lot easier, and work with greater commitment, when they are guided by a vision. This is the starting point for transformational change. If this step is missing, any one of the five factors for successful change will suffer.
Ex. Here at Ottawa University we have to take a core thats called Senior core and it basically five people in a group and we have to come up with a topic and the University. We all brain storm and come up with ideas. We all had to write papers about the topic we chose as a group. At the end of the semester we all come together and have a debate on the situation and how we can make it bette.