Its organizational structure also imposes limits on how the business addresses its problems.
Examining the relationship between organizational structure and culture change hinges on two premises: First, an organizational culture develops around the organizational structure, and a culture change will be required to change the firm's structure.
Second, an organizational structure can remain, but the organizational culture can change if management changes how workers are assigned to roles in the same structure. Change the Structure at All Levels Taco Bell offers a good example of how changing the organizational structure at every level of the organization can lead to culture change.
In a customer-service-driven model, Taco Bell eliminated layers of management and changed the roles of managers at all levels. For example, a supervisor went from managing five or more stores in to 20 or more stores in Managers also focused on coaching and support. Change Role Assignments Another way to change the culture of an organization is to reassign technical specialists in existing departments.
For example, you can decentralize the HR department and move an HR professional into each major department. As an HR expert, the professional could handle all affairs for the staff in that department in consultation with the manager. Employee Involvement Some management teams bring the need for culture change to workers, using a grassroots approach to changing the structure of the company.
Managers might present the problem of wanting to make the company more responsive to the market's changing conditions and then use town hall meetings and other methods to get employee input for restructuring the company.
This is a multidisciplinary approach, but it succeeds if employees change their attitudes by collaborating with management. Strong Culture A company with a strong organizational culture can effectively change its culture because its employees are responsive to their organizational structure.
For example, if employees are highly committed to a work-team structure and their teams desire to shift the culture to focus on new products or services, they might follow the team.
They will have to adjust to new ways that the company will organize itself and position itself in the market to be successful. References 2 "A Primer on Organizational Culture"; Olivier Serrat; November About the Author Audra Bianca has been writing professionally sincewith her work covering a variety of subjects and appearing on various websites.
Her favorite audiences to write for are small-business owners and job searchers.alphabetnyc.com: Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accounta bility for Results (): Roger Connors, Tom Smith: Books.
The Nuclear Regulatory Commission, protecting people and the environment. Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.
This package provides an essential guide to determining your organization’s current culture and shaping it to fit your strategy. Change the Structure at All Levels. Taco Bell offers a good example of how changing the organizational structure at every level of the organization can lead to culture change.
An organizational structure that can be categorised as being appropriate is depended on the goals of the organization, the environment that the organizations is doing business in and the type of.