The paper 'Towards a Comprehensive Understanding of Readiness for Change' is a great example of a Management Assignment. Scholars and executives alike have asserted that businesses are evolving very fast which creates uncertainty about the future. The changing nature of the business environment has created a need for organizational change in many firms. According to By (2005), organizational change is the renewal and rethinking process that firms undergo for strategic direction. Change is an integral part of any company. Kotter (2007) has conducted research on different companies working towards improving their performance through different strategies such as restructuring their corporate culture, improving the quality of their services, reengineering, etc.
He noted that all these efforts were based on the goal to change how the business is done to boost competitiveness in the challenging market environment. Lewis came up with a three-step model that explains how change can be implemented successfully. The three steps include unfreezing, moving, and refreezing (Garcia and Gluesing, 2013). The unfreezing process involves preparing a firm for change by creating the desire in employees and the relevant environment associated with the desired state.
The moving process involves the change in structure, attitudes, and behaviors to accommodate the change. And lastly, the refreezing process involves stabilizing the change by modifying the organizational policy, culture, and structure. One important determinant of change is organizational culture according to Barclay (2009). Organizational Culture Change readiness can be considered as the acceptance, attitudes, and intents of employees towards organizational change (Johansson et al. , 2013). Nevertheless, people’ s thoughts and behaviors cannot be thought of as being separate from social processes since they are influenced by their surroundings.
According to Holt et al. (2007), employees’ reactions to change will be contingent on the rules and values of an organization. Organizational culture is therefore glue that brings individuals together to enhance their readiness for change according to Barclay (2009). Burnes (2004) has defined organizational culture as the values, norms, and beliefs that guide employees’ behavior and undertaking in a firm. The concept has evolved to explain the patterns of organizational behavior. According to Armenakis, Brown, and Mehta (2011), organizational culture consists of two important assumptions that are shared within an organization; values and beliefs.
Numerous scholars have stressed the importance of organizational culture to the success of a company (Burnes 2004; Holt et al. 2007). For instance, Balogun and Hailey (2004) argue that successful companies are differentiated from unsuccessful ones on the basis of their corporate culture. Effective organizational culture has a powerful influence on employees and can improve overall organizational performance. The implication of Culture on Organizational change Corporate culture is very important in ensuring change readiness. The influence of corporate culture on the change process has been studied by many scholars.
Burnes (2004) carried out research to determine the influence of culture on total quality management. In the research, the author found out that corporate culture is the primary reason for the ineffective implementation of total quality management according to Barclay (2009). TQM involves the change in the way a company does business that requires changes in values and beliefs that make up the concept of organizational culture. There are many ways in which corporate culture influences change readiness. According to Jacobs et al. (2013), the dimensions of organizational culture that are important in enabling change include motivation, organizational identification, flexibility, and trust.
Armenakis, A., Brown, S & Mehta A 2011, Organizational culture: assessment and transformation. Journal of Change Management, 11(3), pp. 305-328.
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