Role For the understanding purpose, let us consider

Role of Culture in
Organizational Change and its resistance:

Learning organizations transcend political boundaries and
organizational cultures in multiple different ways. For example, a start-up
organization will go through various different complex situations in their
business as setting up Operations that is responsible for customer deliverables
is the most important requirement for any business. When that is initiated,
other aspects pertaining to people, availability of raw materials from
suppliers, processing procedures, availability of standard operating procedures,
guidelines, quality standards, checks and balances for the accuracy model,
sales & marketing, customer-facing teams etc., need to be an integral part
of the core functions that looks after each other in various different modes
for their individual deliverables.

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There will be several political barriers that a new organization
needs to go through while they set up their system. For Example, A knowledgeable resource without good
communication skills suffers from burn out situations where someone else presents
the ideas of the former to get credits. The political situation starts from
here. Like this, there are several examples where organizations fail to learn
from their mistakes and come up with a lot of preventative measures. Cultural
barriers is another drawback for a learning organization (if it is globally
located) cultural differences of employees located in different locations
becomes a hindrance to delivering better performance & productivity.
Learning organizations can overcome this only by means of recording the lessons
learned and taking corrective and preventive actions during the course of their

The situation that involves
organizational change & its resistance:

In my organization,
six months back there was a cultural change and it was managed in the following
ways. For the understanding purpose, let us consider the following business
situation. Executive Board Members have decided to sell the organization to a private
equity firm. How does this change get communicated to staff? For a Public
Limited organization like mine, Leadership team need to announce the change in
public with what is the change, why are we making the change, when/how/to whom
etc., details to be made available. This is a huge change and this is likely to
have an impact on people due to various different HR related people policies.
First and the foremost thing, my organization did is to ensure people do not
panic about their job security. This was addressed by the chairman in the town
hall organized for all staff. Later they announced the changes step by step on
various aspects how it makes sense for the company to sell its portfolio to a
different private equity firm. How some of the disadvantages that we had in the
parent organization is overcome by bringing this change etc., were clearly
explained to staff.

The above-mentioned
scenario is a classical example that my organization strongly reflects the
characteristics of a learning organization. They don’t make some announcements
which don’t make sense to people. The executive committee forms a focus group
who discusses various FAQ’s from people and ensures those questions are
answered during the announcement to reduce or eradicate staff making rumors or
grapevine about the change. Here the cultural diversity plays a significant
role. HR managers and senior leaders from the respective geographical locations
need to ensure the communication of this cultural change is done to their staff
in such a way that it doesn’t create a panic situation and the language that is
best understood by the staff need to be communicated. These are the various
initiatives management need to do in order to facilitate a strong working
culture in a new organization.