Changing Organizational Culture Management and Organization

Question: Discuss about the Changing Organizational Culture for Management and Organization. Answer: Introduction To perform well in the external market, the internal environment of the organization should be maintained properly (Alvesson 2012). The employees need to feel good about their work and about the organization. An organization should employ proper culture so that the employees feel good about the organization and eventually become committed towards the organization (Ostroff and Schulte 2014). The report will evaluate the factors that will help in building a healthy culture in the organization. In addition to this, the problem that are revolving in Woolworths will be assessed in the report. The factors that will help in creating a healthy culture will be suggested for the organization. If Woolworths follows a proper culture within the organization, then chances of commitment issues will be less in the organization and help the company grow in a positive manner. Culture brings commitment Culture not only relates to the social perspective but also the way the employees are treated in an organization. The beliefs, key values, symbols and the expectations of the organization help in creating the culture of the organization (Alvesson and Sveningsson 2015). The employees will feel connected with the organization once they will be able to work in a healthy environment. Once they will feel connected with the organization, eventually they will become committed to the organization. Some types of culture that would help in building the idea of commitment among the employees are: Transparency The senior management should share detail the junior employees need to know to carry out the work (Bedarkar et al. 2016). On the other hand, the employees should feel free to share their ideas and suggestion with the senior management. When the employees and the senior employees will be transparent with each other, the employees will become committed with the organization. Trust The employees should not feel that they are being cheated by the organization (Zohar and Hofmann 2012). The employees should not be punished if the person admits a mistake and speaks the truth. Thus, the employees will be able to trusts the organization and vice versa. In this way, the employees will be committed towards the organization and the organization will be benefitted by the commitment. Fairness Treating the employee fairly without any discrimination is one of the key factors that will help an organization to function properly (Hogan and Coote 2014). There should be no discrimination among the employees based on caste, religion, ethnicity or gender. The employees should feel equal in the organization and once they will see that the company is not discriminating them based on the mentioned factors that will committed towards the organization. In addition to this, the company should support diversity. They should employ staffs who belong to different cultures (Nica 2013). One team should have employees from different cultural backgrounds. In this way, they will learn to work with diverse cultural backgrounds and the eventually contribute for the enhancement of the business of the organization. Learning and sharing The employees should be supported so that they are able to learn freely in the organization and share their ideas (Alvesson 2012). A new employee should be given proper training so that the individual is able to learn the work well. Once the employee will be supported through proper training they will be committed to the organization they are working for (Ostroff and Schulte 2014). Issues at Woolworths There has been a purge in the meeting when Gordon cairns, the chairman of the organization announced that Jayne Hrdlicka, the director of the organization will not be working in the company anymore (Woolworths and Greenhalgh 2016). The dismissal of Jayne Hrdlicka reminded the staffs of the organization about the walk-out of the former directors, David Mackay, Christine Cross and Ian Macfarlane and Ralph Waters, the former chairman of the organization. The dismissal does not have any proper reason and the many times, the senior employees are not aware of the mistakes however, it is termed as board renewal and the steps are taken by the organization. The sudden dismissal could have resulted in serious commitment issues among the staffs (Alvesson and Sveningsson 2015). When the junior employees will see that the people like the directors and the chairman is not being spared by the company, they would become insecure about their position in the organization (Bedarkar et al. 2016). They would not be staying long in the organization and the quality of the services for the organization will be hampered. The above-mentioned issues can be tackled in the organization by maintaining a transparency in the organization. Before the senior management is taking any decision for the organization, then reason behind taking such decision should be clearly communicated to the employees (Zohar and Hofmann 2012). Once the employees will know the reason behind the changes in the organization, they will be satisfied that the organization is communicating with them (Hogan and Coote 2014). In addition to this, organization should aim at building the trust among the employees. The sudden dismissal will result in creating an unhealthy culture in the organization (Nica 2013). The trust among the employees will remain intact once the sudden dismissals will be stopped (Alvesson 2012). The employees who are being dismissed will spread a negative word of mouth and eventually Woolworths will have bad name in the market (Ostroff and Schulte 2014). Conclusion Some of the factors that have been identified to maintain a healthy culture in an organization are maintaining the transparency among the employees, building trust, fairness among the employee and training the employees to perform better in the organization. The employees will be happy if the mentioned steps are taken in the organization and hence, it will help in building the sense of commitment among the employees. Woolworths is missed certain senior employees without any prior notice. This created commitment issues within the organization. If the company had been transparent in its actions and have trusted the employees, then it might have stopped the issues of commitment among the employees in the company. References Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M., 2012.Understanding organizational culture. Sage. Bedarkar, M., Pandita, D., Agarwal, R. and Saini, R., 2016. Examining the Impact of Organizational Culture on Customer Centricity in Organizations: An Analysis.Prabandhan: Indian Journal of Management,9(2), pp.19-28. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Nica, E., 2013. Organizational culture in the public sector.Economics, Management and Financial Markets, 8(2), p.179. Ostroff, C. and Schulte, M., 2014. A configural approach to the study of organizational culture and climate. Woolworths, C. and Greenhalgh, J. 2016.Cairns demands commitment at Woolworths. [online] Intelligent Investor. Available at: https://www.intelligentinvestor.com.au/cairns-demands-commitment-at-woolworths-1794056 [Accessed 23 Dec. 2016]. Zohar, D. and Hofmann, D.A., 2012. Organizational culture and climate.