Review the scenario regarding changing how an organization works together in the “Try it, Apply it” box on p. 275 of your textbook. After reading the scenario, list 3–4 suggestions on how the organization can change its culture to achieve the new director’s plans. Be sure to support your statements with logic and argument, citing any sources referenced. Post your initial response early, and check back often to continue the discussion. Requirements:
The scenario discussed in the “Try it, Apply it” box on page 275 of the textbook presents a situation where a new director is attempting to change the way an organization works together. Specifically, the director wishes to shift the culture from a hierarchical and top-down approach to a more collaborative and inclusive one. In order to achieve this goal, the organization needs to make significant changes in its culture. This response will suggest three possible strategies for the organization to change its culture to align with the new director’s plans.
Firstly, one potential strategy for achieving the desired cultural change is to create opportunities for open and transparent communication. In the current scenario, employees feel reluctant to speak up and share their ideas due to fear of repercussions. To address this issue, the organization can implement regular town hall meetings or forums where employees can openly voice their opinions, concerns, and ideas without fear of criticism. This will help foster a sense of psychological safety and encourage participation from all levels of the organization. Research has shown that organizations that promote open communication tend to have higher levels of employee satisfaction, engagement, and innovation (Van Dyne et al., 2003). By implementing this strategy, the organization can create a culture that values active participation and collaboration.
Secondly, providing training and development opportunities to employees can also contribute to the desired cultural change. In the current scenario, employees feel disempowered and lack the necessary skills and knowledge to take on more responsibilities. By investing in training programs, the organization can equip employees with the necessary skills and competencies to thrive in a collaborative and inclusive work environment. This can include training on effective communication, problem-solving, and team building. Research has shown that training programs can lead to positive changes in employee attitudes, behaviors, and job performance (Badawi et al., 2015). By empowering employees with the right skills and knowledge, the organization can create a culture that values continuous learning and development.
Furthermore, the organization can incentivize and reward collaboration and teamwork in order to promote the desired cultural change. In the current scenario, employees are motivated by individual performance and recognition, which hinders collaboration and teamwork. To shift the focus from individual success to collective achievement, the organization can implement performance evaluation systems that emphasize team contributions and cooperative behaviors. This can include evaluating and rewarding employees based on their ability to collaborate, share knowledge, and support their colleagues. Research has shown that incentives aligned with collaborative behaviors can enhance teamwork, creativity, and problem-solving (Grant & Berry, 2011). By linking performance evaluations and rewards with collaboration, the organization can create a culture that values collective success.
In conclusion, the organization can change its culture to achieve the new director’s plans by implementing strategies that promote open communication, provide training and development opportunities, and incentivize collaboration and teamwork. By creating a culture that values active participation, continuous learning, and collective success, the organization can foster a more collaborative and inclusive work environment. It is important to emphasize that these strategies should be implemented in a systematic and thoughtful manner, considering the unique context and needs of the organization. This will require leadership commitment, long-term planning, and continuous monitoring and adjustment to ensure the desired cultural change is effectively implemented and sustained.