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Changing Organizational Culture: The Change Agent's by Marc J. Schabracq

By Marc J. Schabracq

To change an organization’s tradition, switch brokers needs to first comprehend its attitudes, ideals and assumptions. Marc Schabracq’s cutting edge new e-book relies on a clean state of mind that bargains with either the useful and structural beneficial properties of cultures. targeting the best barrier to organizational swap - the attitudes and assumptions of individuals – it deals 3 techniques that jointly help the swap procedure: altering targets throughout the chief; enhancing effectiveness during the individuals; and enriching assumptions via team discussion. The scales, checklists and routines can be found on-line. A important source for specialists and alter brokers, altering Organizational tradition is additionally precious studying for senior managers and enterprise scholars attracted to the swap method.

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Additional info for Changing Organizational Culture: The Change Agent's Guidebook

Sample text

Asking questions that lead nowhere is downright counterproductive when we want to induce change. So in general, start with determining what variables are relevant. We’ll return to this aspect later, when we examine the individual measures. DIFFERENT KINDS OF INFORMATION The information involved in understanding culture has several aspects: Ĺ Discerning the most relevant weak and strong points of the existing everyday reality and their impact. Ĺ Determining the underlying factors of the existing everyday reality.

In addition, the principles involved in the mythology can also reveal practices of questionable morals, which still negatively affect the actual conduct of the members of the organization. When such an influence interferes with the appropriate functioning of the organization, the change agent must address it, preferably in a special dialogue-like workshop. Though the past cannot be changed, history can, for example by digging up new material and changing emphases. History can also give rise to ideas about changes to be made, as well as to differences of opinion about that.

An example is a waiter who regulates his task load by saying ‘Coming’ while he walks away. Other examples are changing the name of the company after a scandal has taken place, or letting employees use earplugs to prevent damage from noise. Problems with such approaches are that they often do not work completely and they usually have undesirable side effects. The waiter, for example, annoys his customers, while employees with earplugs cannot hear each other The information of the status quo on the one hand and information about the goals and solutions on the other lead together to information about agreement and differences in opinions about these issues between different parties in the organization.

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