Organisational Culture and Change Management Research Paper

Organisational Culture and Change Management - Research Paper Example The above changes are dealt in with a special focus on the impacts of the same on employees and intervention procedures enabled by the business managers. Organisational Culture and Change Management General Understanding Organisational culture is generally held to be a system of beliefs or values reflected by the employees, staffs, and managers related to a concern that in turn contributes in distinctively separating it from other concerns in the related or other industries. Seven parameters are studies that contribute to the development of such distinct organizational cultures in different organizations. Firstly the culture sets of an organization are dominated by the attribute of risk-taking or the parameter of creativity and innovation ingrained in the employees. Secondly, the behavioral attributes of the people pertaining to the study of an event in a precise or detailed fashion also amount to the development of organizational culture in the concern. Thirdly the cultural paramete rs of an organization are also developed depending on the management styles of whether to study the processes to achieve a desired set of outcomes or to be focused on observing the outcome only. Fourthly again the organizational culture also depends on the degree to which the management body of the concern endeavors to understand the effects of the outcome gained on the people or the human resources of the specific concern. Fifthly the development of the organizational culture also earns relation to the degree of patronage rendered in the cultivation of effective teams. Sixthly organizational culture is also ruled by the degree of aggressiveness or passiveness involved in the pursuit of organizational conducts. Finally in the seventh case organizational culture also earns relation to the fact in whether the concern focuses on stability or whether it focuses on gaining significant growth (Roodt, Odendaal and Robbins, 2009, p.424). The introduction and management of organizational cha nge in a specific cultural context are generally dealt into two essential types. The first type relates that change factor within organizations is a spontaneous or continuous process such that the managers need to focus on planning beforehand to help enable the effective implementation of the process thereby adopted. However, the first thought failed to hold good owing to the changing circumstances in the external organizational environment that in turn required the organization to rightly welcome an emerging technological transition or transformation. New changes in the technological environment of the concern stand as an emergent process in contrast to the pre-planned environment. Adaptation to emerging technological changes helps the organization to stand the test of times and render effective customer and market-driven services.