Organizational Culture Change

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Analysis and Assessment

During analysis and assessment process, organizational culture is measured.

Organizational culture measurement provides:

• Comparison between ideal (targeted) and current operating culture

• Comparison between organization's current operating culture and historical average and constructive benchmark

• Results along causal factors that shape the current culture

• Results among outcomes such as satisfaction, motivation, potentional turnover, stress, teamwork, external adaptability, quality of products/services etc.

• Results for each subgroup (based on departments or any other criteria such as age, work experience, sex etc.)

• Correlations between certain causal factors or levers of change and behavioral styles or cultural norms

• Correlations between culture and outcomes

• Guidelines in planning cultural change

Change

Change of organizational culture is a long-term process that requires readiness of key persons in the organization for implementing significant organizational changes. Direction of cultural change is based on ideal (desired) culture, while effectiveness improvement is based on correlations between causal factors and culture, as well as outcomes and culture. There is no universal solution for this change. These solutions are created in accordance with the current operating culture, ideal culture, results along causal factors and outcomes, and client's needs.

Action plan may contain:

• Leadership development

• Management development

• Strategic workshop with top management

• Redesign of organizational structure or some elements (reward system, performance management system etc.)

• Upward communication improvement

• Teamwork development

• Skills development etc.

Evaluation

It takes at least two years of dedicated work of key persons within an organization to achieve significant change of the direction of organizational culture. After implementing action plans, next step is evaluation, i.e. we repeat measuring organizational culture and effectiveness. New results are compared with previous results and the change team suggests guidelines for continuation of development.

The change of organizational culture is a continuous process. Organizational culture needs constant change, improvement and direction in ideal (desired) direction.