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Systemic Cultural Change by Jennifer Parker
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Systemic Cultural Change |
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Career,Non-Profit Organizations,Art and Culture
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Change that is always constant, a proverb we often see every other place or situation. In this era of diversity and advancement we cannot afford to be stagnant or to stick to one strategy or system for long. The phenomena, Globalization has led numerous changes in every aspect of human life, and by any mean the organizations have agreed to surrender their long standing culture and practices to change and adopted new and diversified cultural system. The term Cultural change may seem a normal word to most of us but in real it is a very challenging job for any organizations. One of the applied studies has revealed that only 19 percent of the companies have succeeded in implementing a cultural change out of 284 cases. Cultural change is an activity that cannot be performed overnight, this involves number of steps generally 8-10 systemic steps to follow. But as we know that due to globalization we cannot really cater the aspect of every culture as the number of diversified cultures has increased over the time. Since we know that we cannot predict the human behavior and reaction to anything, therefore systematic strategy made for humans are subject to be revised and altered accordingly. In most of the cases the systemic process of cultural change put to an end in many of the organization because of the fact that human resource present in many organization are highly diversified; like in big multinationals. Coaching training also takes place in order to implement change in the organization. It’s is very true that pre assumed steps are good for machines but not for the humans, so human resource aspect is very significant in implementing a cultural change, while an alternative approach shall be highly appreciated as human nature is subject to change. Systemic cultural change is to be started from the start and may require to even changing the mission or vision statements of the company. Many of us, who have experienced a cultural change activity, can relate themselves easily with the feeling of instability and insecurity. Sometimes in many organizations a poorly executed cultural change leads to fatigue, demotivation, absenteeism and sometimes layoffs. Therefore organizations opting for cultural change require continuously monitoring the implementation of their systemic step of cultural change, and instantly changing their strategy if they find any negative feedback or experience unaccepted results. Cultural change is always a sensitive task to perform in any organization and to be on the mark every organization must conduct an exercise to know about its employees and their cultural preferences to avoid any unpleasant result.
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