What is the management of changes in culture?
Management of changes in culture is a highly structured organizational process that seeks to transform culture in the workplace from its current state to a more desired state. This includes staffing employees to accept positive changes in the atmosphere in the workplace. Perhaps the most important step in managing changes in culture is the identification and removal of obstacles to changes that can be found in the old workplace. Management begins when it turns out that culture in the workplace must be transformed for the good of society. In the past, dictating changes were simple - managers communicated various new initiatives to employees who undoubtedly followed and made orders. Today, because of the authorization of modern employees, workers are more likely to question the changes of society and think about how these changes affect them personally.
Concomitant procedures are the result of a combination of method - a mechanical view of change and a human view of change. A mechanical perspective of zero in quantifiable aspectsCompanies that can be improved - jobs, specific processes or matrix and company strategy screws. This differs from the human point of view, in that it focuses more on the internal psychology of individual employees and supports the management of personal changes.
Themechanical perspective is also trying to reform business concerns, while the human perspective of champion of personal changes and discourages employees to change. Metrics of performance and growth of business are a primary way to measure the success of a more mechanical approach to management of culture. Employee performance indicators such as turnover rate, productivity and qualitative job satisfaction accounts are the main benchmarks for success in the human approach.
Mixing these two perspectives helps businesses more appropriate to prepare and perform a strategy for management of changes in culture. Businesses are ready to identify and assess which processes, systems and targetE Company must be clarified and improved. At the same time, they are also ready to train employees through these changes according to the values of the company that employees have become accustomed to.
In a practical statement, the successful management of changes in culture involves clear communication about exactly what changes and the details of these changes. Communication of the reasons for implementation is critical. Education and advice of employees about their new roles and goals is paramount. Managers of changes must also constantly look for dissatisfied employees, listen to their fears and calm them down the benefits of the proposed plans.