IMAGE SOURCE: http://www.crfonline.org/orc/pdf/ref4.pdf
Change is a different or an undergo alteration during the life of any object and every day, every minute and even every second the world are changing and you don’t noticed that issue.
As every object is changing constantly, the environment do it as well, therefore it is a vey important issue that companies have to take into account because how everything change, customers, suppliers, and competitors mind.
There is also organizational change, It could be a planned change, or even an Unplanned change inside organizations, and it is the second one, the most worrying issue because an unplanned change is the one that is imposed on the organization and is often unforeseen. That’s why companies have to be prepared for all of those unplanned changes inside or outside the organization, for that reason Change Agents become very important. They have the function to undertake the task of introducing and managing a change in an organization; these agents might be internal (part of the organizational structure) or subcontracted agents.
To managing change, consist on fight against basic aspects that affect organizations welfare such as the organizational strategies, technologies and structures, having all of them new problems new situations to coordinate and make them be an opportunity, not a threat or a conflictive issue. It means that when companies are well prepared for change, everything is going to be an opportunity.
When change become into some conflicts, it has positive and negative consequences for the enterprise, the positive consequences might be leads to new ideas, stimulates creativity, motivates change, promotes organizational vitality, helps individuals and groups establish identities serves as a safety valve to indicate problem, but the negative consequences are also very important, those are: Diverts energy from work, threatens psychological wellbeing, wastes, resources, creates a negative climate, breaks down group cohesion, can increase hostility and aggressive behaviors.
For the reason that change is a very important topic in organizational development, specialists create some theories to recommend how to manage change, some theories like forces Field Analysis on Dr Lewin that consist on obtain an equilibration between the forces of change and the forces of status quo, that is the first and the most understandable theory. Those applied theories help enterprises to get competitive advantages, therefore they become competitive.
Finally, in the following video Dr James Q is going to explain us basic factors to organizational change management steps.
QUESTION:
Is it possible to change corporate culture? If so, how?
Yes i think is posible to change a culture inside a corporation because this huge companies are vulnerable to all those globalization changes. How? By we mentioned before there are a lot of factors that implement changes, customer and consumers necessities are ones of the most important issue inside the change of corporate culture, they have to start to operate according to the consumers need, therefore, it implies a re-organization of their cultural strategies.
-Managing for Innovation. Virtual book. Building effective implementations mechanism. Page 345. Retrieved from: http://books.google.com/books?hl=es&lr=&id=G2TnfLan6osC&oi=fnd&pg=PR9&dq=manage+organizational+change&ots=oDs-CXa5MS&sig=JJMcxdIhort3FzuYIpmnE0NLHUc#v=onepage&q=manage%20organizational%20change&f=false
-Managing Organizational Change. By Michael W. Durant, CCE, CPA. Retrieved from: http://www.crfonline.org/orc/pdf/ref4.pdf
-Hendry, Chris, Understanding and Creating Whole Organizational Change Through Learning Theory, Human Relations, 1996, 49, 621 – 639
-Vaill, Peter B., Managing as a Performing Art, San Francisco: Jossey - Bass Publishers, 1991.
-Galpin, Timothy, Connecting Culture to Organizational Change, HRMagazine, 1996, 41, 85 – 90
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