Question

“Critically evaluate the impact of organizational culture on large complex
organizational change. Apply relevant theories to one or more organizations of your
choice to illustrate your answer.

It is a business strategy management question

Answer 1

Culture plays a vital role in corporate success.

Nonetheless, corporate culture usually does not get the required attention . As per a study, only 53 per cent of business persons state that culture is an essential element of the leadership agenda in their organization. Even fewer persons say their firms do an effectual job of managing culture.

The problem is one of way of thinking. Firms encountering cultural challenges usually think the solution is to strive to transform their cultures by utilizing conventional change-management strategies. But cultural circumstances are complex & seldom adapt to change thru the similar mechanisms or at a similar pace as other components of an organization.  

We would argue that those who work with & within their prevailing culture to change vital behaviours have greater success than those who strive to change their culture.

Although culture is resistant to change , it can be an important enabler of organizational change—whether the change initiative involves digitization/quicker product development/ a systematic lessening of costs. Generally, change endeavours are adopted & sustained only about half the time. But when firms tap into the energies & emotional commitment which are tied in their culture, change initiatives are much more sustainable.

In any major change endeavour, its the task of management & the persons impacted by the transition to fathom how to harness the robust cultural attributes of their firm to develop momentum & lasting change. Firms which are able to do so—to take what we term a ‘culture-led’ approach to organizational change—considerably escalate the pace, success, & sustainability of their transformational endeavours. Based upon a particular survey conclusions, the odds of being successful are nearly twice as high with ‘culture-led’ change than with more traditional change-management approaches.

Google’s organizational culture motivates personnel to share info for the purpose of supporting innovation. Innovation is an element which enables the firm to sustain its competitiveness against other technology corporations. Thru its organizational culture, Google makes sure that its workforce is competent enough in addressing corporate requirements linked with the external forces created by its competitors. The firm actively cultivates its cultural strengths thru institutional measures, such as training, & thru informal approaches, like management support & personalized leadership. Efforts to continually improve the characteristics of Google’s corporate culture are applied to sustain creativeness & innovation.