Challenge & Change Workplace Culture for Today’s World

 


Challenge & Change Workplace Culture for Today’s World




Cultural evolution also helps explain why certain cultural elements might evolve. Consider three examples of: the change of the culture of veneration, the emergence of the "supreme god," and the leadership of the culture for the strong versus the weak. Respecting the culture that deals with insults or violence is a difficult problem in the evolutionary framework, given the high costs involved. Nowak et al. (2016).Organizations' top leaders often try to influence cultural change, and while they want it to be inconsistent, it often doesn't. According to Wang, Q. (2016) Cultural change is not easy and can do more harm than good if not implemented properly. Leaders must understand that it is the people in the organization that implement the changes, so their involvement in the change is important. Here are some reasons why organizational change seems difficult:



Employees are unsure of the purpose of the change. Communicating effectively about desired changes and addressing issues openly is the first step towards ensuring that employees see the change in their flavor. People resist change when they do not know the purpose of change or believe it is necessary.Stone, E. A., Shackelford, T. K., & Buss, D. M. (2007).


2. The transfer process is uncertain.
Change itself is difficult and it is unrealistic to expect a group of people to think and participate in the same way as the change that is coming. If the process of change is unknown and unknown, anxiety and insecurity arise. They may question their health and sense of belonging, and this is whether they adapt to society, have the skills they want, increase their jobs, etc.

3. Big change.
Culture is not a wheel that turns at will. Aggressive change may be difficult to implement and more resistance may be encountered. Therefore, subtle changes are always good.

4. Lack of communication and education.
Adoption is easier when employees are ready for the future. There will be future use points, but it will be easy to plan for them during the update process.

5. I have no idea. It's important to get feedback from people to gauge how well the change is working or whether people are having difficulties.
The biggest differences occur when all levels of the organization understand concepts differently, which leads to bad change. By seeking input, employees feel they are part of the decision and feel that it is easy to involve them and make the process better.

6. Weakness. Change is hard, persistence is even harder.
Weakness of systems and processes and regular training can make it difficult to maintain the new culture.

References 


Nowak, V. ; Du, J. ; Charrondière, U. R., 2016. Assessment of the nutritional composition of quinoa (Chenopodium quinoa Willd.). Food Chem., 193: 47–54

Stone, E. A., Shackelford, T. K., & Buss, D. M. (2007). Sex ratio and mate preferences: across!cultural investigation.
 European Journal of Social Psychology 37 (2), 288-296


Wang, Q. (2016). Why should we all be cultural psychologists? Lessons from the study of social cognition. Perspectives on Psychological Science, 11, 583–596






Comments

  1. AKM.Hassaan22 April 2023 at 02:28

    I thoroughly agree with the author's viewpoint that cultural change in organizations is a challenging task that requires strategic planning, effective communication, and employee involvement. As highlighted by Briscoe, Schuler, and Tarique (2012), cultural change is not an easy process, and it requires leaders to understand that it is the people in the organization who implement changes. Therefore, employee involvement is crucial to achieving successful cultural change.

    In addition, as noted by Marchington and Wilkinson (2020), effective communication is essential in ensuring that employees understand the purpose of change and the desired outcomes. When communication is lacking, employees may feel uncertain and insecure about the changes, leading to resistance. It is also essential to involve employees in planning for the future to ensure that they are ready for the changes and that they feel part of the decision-making process. This point is further supported by Pedler, Burgoyne, and Boydell (2013), who emphasize the importance of seeking input from employees to make the process better.

    Moreover, I agree with the author that change should be gradual and subtle rather than aggressive to minimize resistance. As highlighted by Farnham (2015), big changes can be difficult to implement and may lead to more resistance. Therefore, gradual changes that focus on specific areas may be more effective.

    ReplyDelete
  2. Dulanjalee Rajapaksha22 April 2023 at 04:43

    Appreciate for your comment Hassaan. However, remember that HRM always functions in some context of the organization's internal and external environment. In the case of MNCs, international and global setting also must be considered (Latukha, 2018;Tarique et al., 2022). Thus, in HRM, as both a scientific discipline and a business practice, adopting a comprehensive approach requires the incorporation of a multidisciplinary, interdisciplinary, and cross-disciplinary perspective

    ReplyDelete

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