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What are the guidelines given by Cummings & Worley in cultural change?

What are the guidelines given by Cummings & Worley in cultural change?

Answers

Monica
i) Formulate a clear strategic vision…..In order to make a cultural change effective, a clear vision of the firm's new strategy shared values, and behaviors are needed. This vision provides the intention and direction for the culture change.
ii) Display top-management commitment…….It is very important to keep in mind that culture change must be managed from the top of the organization, as a willingness to change of the senior management is an important indicator in change implementation.
iii) Model culture change at the highest level……In order to show that the management team is in favor of the change, the change has to be notable at the highest level. The behavior of the management needs to symbolize the kinds of values and behaviors that should be realized in the rest of the company. It is important that the management shows the strengths of the current culture as well.
iv) Modify the organization to support organizational change…….The fourth step is to modify the organization to support organizational change. This includes identifying what current systems, policies, procedures, and rules need to be changed in order to align with the new values and desired culture.
v) Select and socialize newcomers and terminate deviants. People should be selected and terminated in terms of how they fit in with the new culture. Training should be provided to all employees to understand the new processes, expectations, and systems.
vi) Develop ethical and legal sensitivity………Changes in culture can lead to tensions between organizational and individual interests, which can result in ethical and legal problems for practitioners. This is particularly relevant for changes in employee integrity, control, equitable treatment, and job security.
Chatelaine answered the question on June 16, 2021 at 06:58

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