Role For the understanding purpose, let us consider

Role of Culture inOrganizational Change and its resistance:Learning organizations transcend political boundaries andorganizational cultures in multiple different ways.

For example, a start-uporganization will go through various different complex situations in theirbusiness as setting up Operations that is responsible for customer deliverablesis the most important requirement for any business. When that is initiated,other aspects pertaining to people, availability of raw materials fromsuppliers, processing procedures, availability of standard operating procedures,guidelines, quality standards, checks and balances for the accuracy model,sales & marketing, customer-facing teams etc., need to be an integral partof the core functions that looks after each other in various different modesfor their individual deliverables.There will be several political barriers that a new organizationneeds to go through while they set up their system.

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 For Example, A knowledgeable resource without goodcommunication skills suffers from burn out situations where someone else presentsthe ideas of the former to get credits. The political situation starts fromhere. Like this, there are several examples where organizations fail to learnfrom their mistakes and come up with a lot of preventative measures.

Culturalbarriers is another drawback for a learning organization (if it is globallylocated) cultural differences of employees located in different locationsbecomes a hindrance to delivering better performance & productivity.Learning organizations can overcome this only by means of recording the lessonslearned and taking corrective and preventive actions during the course of theirstabilization.The situation that involvesorganizational change & its resistance:In my organization,six months back there was a cultural change and it was managed in the followingways. For the understanding purpose, let us consider the following businesssituation. Executive Board Members have decided to sell the organization to a privateequity firm. How does this change get communicated to staff? For a PublicLimited organization like mine, Leadership team need to announce the change inpublic with what is the change, why are we making the change, when/how/to whometc., details to be made available.

This is a huge change and this is likely tohave an impact on people due to various different HR related people policies.First and the foremost thing, my organization did is to ensure people do notpanic about their job security. This was addressed by the chairman in the townhall organized for all staff. Later they announced the changes step by step onvarious aspects how it makes sense for the company to sell its portfolio to adifferent private equity firm. How some of the disadvantages that we had in theparent organization is overcome by bringing this change etc., were clearlyexplained to staff.The above-mentionedscenario is a classical example that my organization strongly reflects thecharacteristics of a learning organization.

They don’t make some announcementswhich don’t make sense to people. The executive committee forms a focus groupwho discusses various FAQ’s from people and ensures those questions areanswered during the announcement to reduce or eradicate staff making rumors orgrapevine about the change. Here the cultural diversity plays a significantrole. HR managers and senior leaders from the respective geographical locationsneed to ensure the communication of this cultural change is done to their staffin such a way that it doesn’t create a panic situation and the language that isbest understood by the staff need to be communicated. These are the variousinitiatives management need to do in order to facilitate a strong workingculture in a new organization.