Leadership Turnover
Since it is top management which is the major factor in transmitting culture, a change in the organisation's key leadership positions is essential for the imposition of new values. The new leaderships must have a clear vision and commitment to the new set of values, and they must have sufficient power to enact their alternative vision.
Life Cycle
cultural change is much easier when the organisation is on transition from one stage of development to another. As the development stage changes, major changes are required and they are likely to be accepted easily.
Organisation Age
The younger the organisation, more rapidly it is likely to accept changes in values.
Organisational Choice
Changes can be implemented much easily in smaller organisations than in larger ones. It is easier to communicate with and motivate small group of employees. The role models are more visible.
Strength of Current Culture
The more stronger the culture in an organisation, and more is the age of organisation, more will be difficult to change it. It can be termed as human inertial to change.
Presence of Subcultures
Heterogeneity increases member's concern with protecting their self-interests and resisting changes. More subcultures present in the organisation, more will be the resistance to change.
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