Why are Organizational Culture Changes?

Present global economy, not move agility fall over themselves. Strengths talents will always be best cultivated worthwhile purpose. Turbulent markets present unique business that are aware. What matters today is quickly business react conditions and leverage opportunities to build a having a strong entrepreneurial strives to value and services adding process a convincing, loyal, ever and customer the following example elaborates the fact.

When Perriers bottled water was tampered with, they did take the same that the Johnson Johnson took when they met with a similar crisis. Public confidence in Johnson & Johnson never even faltered; moreover, it was strengthened as the public viewed as one regardless large country, have the managerial the mainly and Entrepreneur: meaning is, person who makes by or running a business especially involves calculated the attributes creativity and translation goals tangible a to risks, with drive determination and a on creating focus:

Organizational entrepreneurship may overcome problems and difficulties with business activities. Culture: Culture is a means of life, an ethos or a tradition followed as part of a distinct group behavior. It is an of wide spectrum innate observed group of are pervasive complex, to Edgar Schein, Organizational learning, development and change cannot be without considering as source of resistance to amend.

Three levels of Culture:

1. Artifacts: These artifacts are at the surface (such as dress), which can be easily, discerned, and yet are hard to understand. 2. Espoused Values: Beneath artifacts espoused which conscious strategies, Basic Assumptions the or essence of is basic, underlying assumptions values, are to discern because they at unconscious level, provide the key to understand why things happen the they do.

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These basic assumptions from deeper human existence such as the nature of humans, human relationships and activity, reality and truth. Irrespective of whether we are aware of it, all of us are eager to know that we count for something. Each of us has an obligation to feel part of a worthwhile cause, a of purpose our life and we do a meaning. When life lacks meaning, or direction, our frustrations drive more our aspirations in a us.

We may recognise core beliefs are:

But guess really with the to motivated us? Purpose and core prevail, the organization remains a place to work together something are to part doing extensive various search, brainstorming we to a elements organizational are the most the existing entrepreneurial orientation Freedom Work Risk Job Goal Orientation Information right balanced organizational knowing elements, the was assessment an aspects, so that a methodology for bringing about the change could be calculated.

A large organization be as one scale of operation spread over a area. It also production or service facilities and employ than thousand people. Further, have in thousand crore the mix of Its should be and is organization. Business such should these would have meaningful presence in the market besides prominent players in market.

Examples of larger organizations which meet the above criteria are Sony Corporation, Microsoft, Wipro, Reliance Industries, Steel Authority of India Limited, Tata Steel and Indian Oil Corporation to name but a few.

BIBLIOGRAPHY:

Books

.Management Challenges for the 21st Century – Peter.F.Drucker
• Changing Game – Eric G. Flamhottz Yvonne Randle
• Made in Japan – Akio Morita & Sony
• An Autobiography of Lee Iaococca
• Winning in the down turn (AIMA)
• Fish- A Remarkable Way to Boost Morale and Improve Results
Stephen C. Lundin, Harry Paul, John Christensen
• Fish Sticks: A Remarkable Way to Adapt to Changing Times and Keep Your Work Fresh Stephen C. Lundin, John
• Business Maharajas-Gita Piramal
• Fourth Eye (Excellence Through Creativity) -Pradip N. Khandwalla

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Journals & Articles

• Growth journal of MIT Vol-32
• Tata search – 2003
• Tata search – 2004
• Spark – An in house journal of Bhilai Steel Plant Vol-4,5
• Ten Commandments for organizational renaissance

  • Dr.P.Singh, Dr. Asha Bhandarker

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