Organizational culture, and change management

Organizational culture, and change management Introduction This study is based on organizational culture, and change management This study provides an overall idea about the particular subject area and it provides very important knowledge base in both practical and theoretical manner. Accordingly in the first part of the study the concept of culture of an organization has been studies as a one learning outcome of the module. Under that a framework of analyzing organizational culture has been described. After that the internal and external factors which could influence organizational culture has been explained, accordingly as the final description of the first learning outcome the current organizational culture has been evaluated. After a comprehensive understanding on culture of the organizations a study has been expanded to study understand the impact of change that underpins individual and organizational performance. In that section the concept behind organisational values the values to an individual and as well the affect of mangers personal values in working with team members has been explained properly. As the third learning outcome the relationship between organizational culture and change management has been understood and accordingly it was identified how organizational culture can affect organizational change management process and then it was assessed how organizational culture and change management can affect individual behaviour. Also ultimately it is discussed how individual values can influence the behaviour of team. All together this study covered a vast area in the subject area of organizational behaviour and change management. Universal Supplier (Pvt) Ltd is UK based company, they import many food items from various Asian countries, and among that Sri Lanka is major country. Universal suppliers are newly established company, it is not alder than 10 years, but its progress is very successful. World is change every day, new technologies are emerge and customer anticipation and satisfactions are change day by day therefore every business has to upgrade their standard. Universal suppliers have understood change system, so they give more priority to change their management and products relative to market change. The Concept of Culture To achieve this learning objective there are three main areas which has to be address. First one is the to determine a framework for analyzing organizational culture and then Explanation on internal and external factors that influence organizational culture and at last of this section the consideration was given to evaluate the current Organizational culture. Determine a framework for analyzing organizational culture Organizational or corporate culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the way in which people behave and things get done. Norms are unwritten rules and behaviors. In a very simple way we can say the culture of an organization is the typical way of doing things in the organization. It particularly relates to the behavior pattern and the relationship. The culture of an organization develops as an evolution of long time. It is normally created by the people who work in the organization both the managers and the workforce. So this framework for analyzing organization should be developed in a manner considering on above said ideas of the organizational culture. There seems to be wide range of agreement that organizational culture refers to a system of shared meaning held members that distinguishes the organization from other organizations. This system of shared meaning is, on closer examination, a set of key elements that in aggregate capture the essence of and organizations culture. These elements are the core of the framework which can use to analyze the organizational culture. Those are as follows. Innovations and risk tasking The degree to which employees are encourages to be innovative and take risk. Attention to detail The degree to which employees are expected to exhibit precision, analysis, and attention to detail. Result Orientation The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes. People Orientation The degree to which management decisions take in to consideration the effect of outcomes on people within the organization. Team Orientation The degree to which work activities are organized around teams rather than individuals Aggressiveness The degree to which people are aggressive and competitive rather than easy going. Stability The degree to which organizational activities emphasize maintaining the status quo in contrast to growth Each of these elements exists on a continuum from low to high. Appraising the organization on these seven characteristics or the elements and then gives a composite picture of the organizations culture. Explanation on internal and external factors that influence organizational culture to Management Practices Internal Factors The actions of Top Management The actions of the top management also have major impact on the organizations culture. Through what they say and how they behave, senior executives establish norms that filter down through the organizations as to whether risk taking is desirable, how much freedom managers should give their employees, what is appropriate dress, what action will pay off in terms of pay raises, promotions and other rewards. Human resources Practices Once culture is in place there are practices within the organization that act to maintain it by giving employees a set of experience. For example many of the human resources practices reinforce the organizations culture. The section process, performance evaluation criteria, training career development activities, the promotions procedures ensure that those hired people fit in with the culture. Socialization No matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organizations culture. May be most important, because they are unfamiliar with the organizations culture, new employees are potentially likely to disturb the beliefs and customs that are in place. The organizations will therefore want to help new employees adapt to its culture. This adaptation process is called as Socialization. External Factors The context of Community The people have an inner life that nourishes and is nourished by meaningful work that takes place in the context of the community. This matter have two sides one is community as a external factor how look at the organization and the other hand employees also come from that community that will effect to the internal factors also. Organizations that promotes a spiritual culture recognize that people have both a mind and a spirit seek to find meaning and purpose in their work, and desire to connect with other human being and be part of a community. Government Rules and Regulations This is also having another high effect on organizational culture. Especially in the areas like how to treat for the employees, regulations o customer relations and like that the government rules and regulations also may have a effect on organizations culture. National Culture it is needed to taken in to account if accurate predictions are to be made about organizational behavior in different countries. But does national culture override the organizations culture. Is an IBM facility in Germany, for example more likely to reflect German ethic culture or IBMs corporate culture? This example should be taken in to account to national culture override the organizations culture. Evaluate the current Organizational culture Here if we take the McDonalds organization the organizations culture can be identified as follows. Organizational culture to cope up with National culture McDonalds company adjusts to cooking differences in various cultures. In the case of India, McDonalds offered vegetarian burgers to practicing Buddhists. Asian countries preferring spicy taste saw the introduction of spicy burgers, chicken and seasoning. This provides options for customers to purchase food with either the American taste or the local taste. McDonalds achieves balance by maintaining standardization in products but adjusting to the local taste. Company operations Operations Customer Oriented Product and service delivery of McDonalds is customer cantered. This means that McDonalds primary concern is the satisfaction of its customers. This is ensured by applying a strict standard of food and service quality. Under direct Supervision of Mother Company Periodically, representatives from the mother company visit certain branches in order to ensure the maintenance of quality standards, to discover problems and issues, and to provide updates on operation, management and marketing techniques. Relationship with the Employees The company applies the employment policy of providing sufficient training to its workforce. Prior to starting work, newly hired employees are given a rundown of the rules and regulations, company practices and the goals of the company. After this, the employees are introduced to the different components of the menu, process of food preparation, food-packaging techniques, serving of food, handling the cash register, and establishing rapport with customers. New employees are given practical exercises for experience. Change Management Process The change management process is one of basic skill in that most Managers and larders need to be competent in there management process. There are very less working environments where change management is not important and not implemented. In here we are looking basic principles of change management, and provide some guideline on how these principles can be implemented. When leaders and managers are planning to manage changes, there are five main philosophies which need to be remember Various people respond various way to change Everybody has basic needs which have to be fulfil Changes regularly involves a loss, and people go through the loss curve Anticipation need to be managed rationally Fears have to be deal with changes The some techniques in the change management practitioners belt are well known in the business and trade press. The effective organizational change in their implementation and realization are required the introduction of lean manufacturing, 360 ° feedback, executive coaches,  six sigma, CRM, just-in-time supply and manufacturing processes such as kanban and kaizen, Total Quality Management, or enterprise applications such as SAP, and etc Importance (Objectives)of Change Management to the Organization 1. To allow changes while, at the same time, maintaining or improving service stability and availability. 2. To increase the probability of change process success. 3. To reduce and minimize the ratio of changes that needs to be backed out of due to inadequate preparation. 4. To ensure that all parties affected are informed of planned changes. 5. To provide a record of changes implemented to assist with and shorten problem determination time. 6. To ensure that technical and management accountability for all changes is identified. 7. To assist with the accuracy of predictions of impact, such as response time, utilization, etc. 8. To ensure that all affected parties are not only informed, but necessary documentation and training is in place prior to the implementation. Organization Culture and Change Management Process The organization culture and change management process are interrelated. There are many impact cultural impacts for change management process. Ever organization has unique culture, so management system also adapted surrounding that culture and if they implement any change process they have to adapt that change process with their culture, otherwise they have to change organization culture. Company motivation process is often to improve the effectiveness of this employee in order to improve the financial status of the company. Some organizational cultures are making barriers to implement changes, so they have to overcome those resistant against to change. Most of manager and leaders are not willing to do changes, because they have some fear about it success or failure. Cultural changes or changes adaptation to culture are required to success of changes, because these two cannot be separated. Good relationship between organization culture and change management process always bring succe ss of change. Model for the Changing Process Change is not conventional; it does not chase the particular order in change management models were suggested. So, when look at these models of change management, permit a lot of flexibility when referring a model rather than referring any model too rigidly, The way of implementation of changes are differ and depending on which model is used, but we can fallow basic steps those are essential to follow and those are common to any personal or organizational changes. Model for the Changing Process Kotters Eight Change Model John Kotters eight change model is so suitable compare with the other all models for Universal Supplier change process. It has eight steps to fallow for the appropriate change process that will be applied to Universal Supplier. (Source: http://www.google.co.uk/images?clien) Step One: Create Urgency This may help to Universal supplier spark the initial motivation to get things moving company has low distribution network so they want to expand it all over the UK, still it spread only within boundary of London. Company has threat from their market, because there are many competitors arising with new entrance. Company has opportunity to expand its other region in UK; because London is more competitive place many business organizations are located there, not only UK they have opportunity to penetrate other EU countries Like French. Company competences are enough for penetrate and expand the market network, but they should strengthen it further. Step Two: Form a Powerful Coalition The effective change leaders dont need to follow the traditional company hierarchy. To lead change, company management level need to bring all together a coalition, or team, of influential people whose power comes from several of sources, including job title, status, expertise, and political importance Step Three: Create a Vision for Change The universal Supplier change process vision is to be a leading food supplier in UK and change objective is expansion of market network all over the UK and Penetrates to other EU countries such as French. When the first start thinking about change. There will probably be many great ideas and solutions floating around. Link these concepts to an overall vision that people can grasp easily and remember. Step Four: Communicate the Vision Change vision is communicated all the stakeholders of Universal Supplier. There are various methods is implicated for success of vision communication. Step Five: Remove Obstacles Universal Supplier has some obstacles from importing process. There are many rules and regulation impose when importing of products, and employee knowledge and skills are not enough for achieve that change. Therefore company has to remove those obstacles by using various strategies Step Six: Create Short-term Wins Company should create short term wins like annual target coverage, 10% change coverage. Company should be given a taste of achievement early in the change process. It will be encourage employees to reach to final goal in changing process Step Seven: Build on the Change Company need to implement continuous improvement and change build on going changes. In here final goal is penetrate to other EU countries that should be achieved in the change process. Continuous improvement is very important for going to final target. Step Eight: Anchor the Changes in Corporate Culture The Cooperate culture regularly identifies what gets done, so the values behind the company or person vision must show in daily work. Required continuous commitment to ensure those changes are seen in every aspect of organization, this will help that change a solid place in Universal supplier (Pvt) Ltd Resistant to Change There are many reason to change, those are due to lack of understanding, poor communication process, cultural and belief barriers, norms, conflict, company structure, technological capabilities, Managerial attitudes and style. Therefore managers and other executives need recognise and identify different form of resistance: 1. Threat of power on an individual basis 2. Threat of power on an organization basis 3. Losing the control by employees 4. Increasing the control of employees 5. Economic factor and limitation 6. Fear for the Jobs security 7. Implication on personal objectives and plans 8. Misunderstanding about changes 9. Fear of unknown 10. Limited resources allocation There are many factors for create resistance again changes. Organization should identify those barriers (resistant) to changes and need to find out overcome those resistant otherwise changes are not implemented successfully. Successful Method of Implementation of Change There are several key parameters that need to be observed if change is to be successful, those are: 1. Idea and the need for the change: Idea generally should be serious, and otherwise there is not a perceived need for change. 2. Adaptation: Adaptation is occurred after key persons make decision chose to a head with planed objectives. Executives and general employees should help to success of change process, and major organizational changes should be sign on legal documents by the board of directors 3. Resources: Change is not happened without resources, it requires allocated resources within time frame, specially required adjustable budget, and proper human resource, technology and etc. 4. Implementation: Implementation is occurred after create change decision with organizational plan. Capital approval, employee training, arranging of materials and equipments are very important in implementation process. Conclusion This assignment analyses a broad area in organizational culture, and change management process. In the first part of the study the concept of culture of an organization has been studies in broad term under three main study areas. Which are organizational culture external internal factors affect for organizational culture and assessing a current organizational culture of an organization. In the second section a comprehensive understanding on culture of the organizations a study has been expanded to study understand the impact of changes that underpin individual and organizational performance. In that section the concept behind organisational culture and the changes to an individual and as well the affect of mangers personal values in working with team members has been explained properly. In the final section relationship between culture and changes has been understood and accordingly it was identified how organizational culture can affect organizational change process and then it was assessed how organizational culture can affect individual and organizational changes. Also ultimately it is discussed model of change process, resistant to changes and successful method to implementation of changes. Universal Supplier (Pvt) Ltd is UK based company, they import many food items from various Asian countries, and among that Sri Lanka is major country. Universal suppliers are newly established company, it is not alder than 10 years, but its progress is very successful. World is change every day, new technologies are emerge and customer anticipation and satisfactions are change day by day therefore every business has to upgrade their standard. Universal suppliers have understood change system, so they give more priority to change their management and products relative to market change.

The Machine Stops

Machine Stops Draft 24 March 2010 The Machine Stop’s published in 1909 by E. M Forster is an amazing prediction of a future where humans live below the surface of the earth in â€Å"The Machine. †Connected by something similar to the internet and communicating only by webcam, their every need is met and physical contact has become obsolete. There is a lot in this story that can be compared with our lives now in regards to dependence on technology and the way that it controls our lives, I am going to discuss that in this paper along with how this story and David Strong’s article can be compared. I will try to analyze the time’s that Forster grew up in and the impact they may have had on his view of the future, also the benefits and downfalls of modern technologies and a quick summary of the novella by Forster. The story takes place below the earth’s surface in ‘The Machine. ’ The Machine does everything for the people from playing music to making their beds. For example if they dropped something they didn’t have to bend over to pick it up, because the machine would elevate the floor to their level. The Machine completely takes away the need for the people to physically do anything for themselves. Kuno is the son of Vashti, a woman who like the others worships the Machine. Kuno questions the machine and takes it upon himself to leave the machine without permission to go to the surface of the earth to explore. Once Kuno reaches the surface the mending apparatus of the Machine entangles him because on his journey to the surface he tears the machine. After Kuno’s experience on the surface of the earth he gets in contact with his mother on the other side of the world to convince her to visit him face to face so he can explain his adventure to her. Kuno convinces Vashti to take the airship to visit him in spite of the fact that Vashti does not enjoy seeing the surface of the earth because it gives her â€Å"no ideas†. Once Vashti arrives Kuno explains his adventure and tells her that he is being threatened with ‘homelessness’ which is equivalent of death and that is the reason why he wanted to see her face to face and let her know what happened. Vashti cannot believe that this man is her son because of his actions and beliefs and shortly after arriving she leaves telling him that they have nothing in common. Vashti does not talk or try to contact her son for a few years after. After sometime passes Kuno gets in touch with his mother and tells her that The Machine stops, and he believes the Machine is beginning to shut down. Kuno’s mother finds this quite funny and blows off his idea, but within a short period of time Vashti begins to notice that things are not working properly. Starting with Vashti noticing the sleeping apparatus was no longer working properly. The machine begins shutting down and falling apart. Kuno gets to Vashti and before she dies is able to touch her and let her know that there are people on the surface who will not make the same mistake of letting something like the machine happen again. The way that I see this story and David Strong’s article coming together is very clear, Kuno and Vashti are the perfect representation of good vs. goods life. I say this about Kuno because the way he is portrayed shows that even though he has all of his needs met by â€Å"The Machine† he is left unsatisfied. Not only is he left unsatisfied but he is also left lonely and detached from the natural world, to the point that he has lost his ability to physically support himself. Vashti on the other hand is a great example of a progress trap in the way that what she worshipped (technology) is what ended up killing her. The reason I compare her with a progress trap is because she was brought up in the machine it was all she knew and it ended up getting out of control and killed her and the rest of its occupants, when they blindly accepted it as a good thing not expecting faults. E. M Forster’s story the Machine stops is an unbelievably accurate prediction of modern times for when it was published. The technologies Forster creates we see now and also some of the problems. The dependence we have on technology now is to the point where it is questionable if some people could survive without electricity, what does this mean to our societies? Not to say that technology is completely a bad thing but if you look at medicine as an example painkillers began as a treatment for people with severe illness and are now being used as a recreational drug with many negative effects. It seems that you can look at most technologies and see where they are being exploited due to their flaws, should this be blamed on the technologies or us as the users and inventers of them. E. M. Forster asks his readers to imagine a life in which they are completely surrounded and enclosed in technology; enclosed in a small space such as a cell of a bee hive (Gunton and Stine 129). The short story is trying to illustrate what could possibly come from a â€Å"society ‘perfected’ by technology (Bryfonski 179). Although technologies do make our lives simpler in many ways we cannot let them take over our lives, and we should not solely rely on technology to do everything. Early on in The Machine Stops it is made clear that the machine creates its own politics, sociology, its own rationality and its own religion (Bryfonski 179). It is almost as though Forster’s creation of the machine was an outlook to what he thought technology could easily become The characters in the short story have allowed the machine to â€Å"deaden their senses and to dehumanize their emotions† (Gunton and Stine 129). The characters do not know how to function by themselves anymore because the Machine allows them to not have to think or care, it ‘takes care’ of that for the humans. If we let technology do everything for us we will lose our own ability to think for ourselves. Although technology is a significant part of everyday life for the average person and it is used to simplify life, it can become overwhelming. Technology, if used wisely can have enormous benefits: staying in contact with old friends and family, saving someone’s life, helping you travel around the world the possibilities are truly endless. Some organizations and people in society possibly need to realize that there are always two sides to everything and, that yes technologies are created to help us but if we use the technologies improperly the same technological world could destroy us that is trying to help us. The idea of E. M. Forster’s The Machine Stops illustrates very well the destruction that could be created if humans begin to rely solely on technology in a maybe not so dramatic way after all. Works Cited E. M. Forster (1879-1970). † Contemporary Literary Criticism. Ed. Dedria Bryfonski. Vol. 10. Detroit: Gale Research, 1979. 178-183. Literature Criticism Online. Web. 19 March 2010. E. M. Forster (1879-1970). † Contemporary Literary Criticism. Ed. Sharon R. Gunton and Jean C. Stine. Vol. 22. Detroit: Gale Research, 1982. 129-138. Literature Criticism Online. Web. 19 March 2010.

Learn More About Conjugations for the Italian Verb Sedersi

sedersi: to sit (down), to take a seat​ Irregular second-conjugation Italian verbReflexive verb  (requires a  reflexive pronoun) INDICATIVE/INDICATIVO Presente io mi siedo/seggo tu ti siedi lui, lei, Lei si siede noi ci sediamo voi vi sedete loro, Loro si siedono/seggono Imperfetto io mi sedevo tu ti sedevi lui, lei, Lei si sedeva noi ci sedevamo voi vi sedevate loro, Loro si sedevano Passato remoto io mi sedei/sedetti tu ti sedesti lui, lei, Lei si sed/sedette noi ci sedemmo voi vi sedeste loro, Loro si sederono/sedettero Futuro semplice io mi seder tu ti sederai lui, lei, Lei si seder noi ci sederemo voi vi sederete loro, Loro si sederanno Passato prossimo io mi sono seduto/a tu ti sei seduto/a lui, lei, Lei si seduto/a noi ci siamo seduti/e voi vi siete seduti/e loro, Loro si sono seduti/e Trapassato prossimo io mi ero seduto/a tu ti eri seduto/a lui, lei, Lei si era seduto/a noi ci eravamo seduti/e voi vi eravate seduti/e loro, Loro si erano seduti/e Trapassato remoto io mi fui seduto/a tu ti fosti seduto/a lui, lei, Lei si fu seduto/a noi ci fummo seduti/e voi vi foste seduti/e loro, Loro si furono seduti/e Future anteriore io mi sar seduto/a tu ti sarai seduto/a lui, lei, Lei si sar seduto/a noi ci saremo seduti/e voi vi sarete seduti/e loro, Loro si saranno seduti/e SUBJUNCTIVE/CONGIUNTIVO Presente io mi sieda/segga tu ti sieda/segga lui, lei, Lei si sieda/segga noi ci sediamo voi vi sediate loro, Loro si siedano/seggano Imperfetto io mi sedessi tu ti sedessi lui, lei, Lei si sedesse noi ci sedessimo voi vi sedeste loro, Loro si sedessero Passato io mi sia seduto/a tu ti sia seduto/a lui, lei, Lei si sia seduto/a noi ci siamo seduti/e voi vi siate seduti/e loro, Loro si siano seduti/e Trapassato io mi fossi seduto/a tu ti fossi seduto/a lui, lei, Lei si fosse seduto/a noi ci fossimo seduti/e voi vi foste seduti/e loro, Loro si fossero seduti/e CONDITIONAL/CONDIZIONALE Presente io mi sederei tu ti sederesti lui, lei, Lei si sederebbe noi ci sederemmo voi vi sedereste loro, Loro si sederebbero Passato io mi sarei seduto/a tu ti saresti seduto/a lui, lei, Lei si sarebbe seduto/a noi ci saremmo seduti/e voi vi sareste seduti/e loro, Loro si sarebbero seduti/e IMPERATIVE/IMPERATIVO Presente — siediti si sieda/segga, sediamoci sedetevi, si siedano/seggano INFINITIVE/INFINITO Presente  Ã¢â‚¬â€ sedersi Passato — essersi seduto PARTICIPLE/PARTICIPIO Presente — sedentesi ​ Passato  Ã¢â‚¬â€ sedutosi GERUND/GERUNDIO Presente ​— sedendosi Passato — essendosi seduto 1001 Italian Verbs:  A  |  B  |  C  |  D  |  E  |  F  |  G  | H |  I  | JK |  L  |  M  |  N  |  O  |  P  |  Q  |  R  |  S  |  T  |  U  |  V  | W | X | Y |  Z

Self-Discovery and the Pursuit of Truth in Sophocles Oedipus

Self-Discovery and the Pursuit of Truth in Sophocles Oedipus It is said that the truth will set you free, but in the case of Sophocles’ Oedipus, the truth drives a man to imprison himself in a world of darkness by gouging out his eyes. As he scours the city for truth, Oedipus’ ruin is ironically mentioned and foreshadowed in the narrative. With these and other devices Sophocles illuminates the king’s tragic realization and creates a firm emotional bond with the audience. Oedipus’ quest is revealed to him early on in the play, though it undergoes a number of transformations before he is actually examining his own life and heritage. He begins with the reasonable search for the motive behind the wave of death†¦show more content†¦It is quickly determined between the two men that the defilement to which the prophecy refers is the murderer of Laius. Oedipus sees it as his duty to rid the city of the villain, who the audience knows to be the king himself. Seeking out the man who slew Laius leads Oedipus to question his own innocence, and leads into the final metamorphosis of Oedipus’ quest. Prompted by a messenger heralding the death of Polybus, he is beginning to dig into his past, going deeper than the possibility of his murdering Laius. He has become obsessed with his hunt for truth to the point where he is a worry to those around him: He will listen to any voice that speaks disaster†¦ (III.7). He finally draws parallels between Laius and himself, realizing the horrible truth of his very existence; he has murdered his father and married his mother. This prompts him to gouge out his eyes, ending his search. These three stages, with respect to literary devices, can be traced accurately and effectively throughout the play. Sometimes highlighting Oedipus’ character, other times hinting at his fate, the author creates an intricate web of ironies and images to captivate his audience. Eac h layer compounds the suffering of Oedipus when the truth is revealed. While presenting the plea of all Thebans in the prologue, the priest says, †¦We rose but later fell†¦ (52). He, of course, is referring to the city, but theShow MoreRelatedOedipus, an Ironic Tragic Hero1034 Words   |  5 PagesOedipus, an Ironic Tragic Hero Much of the tragedy of the play comes from the irony involved in fate Oedipus’s life. Being a tragic hero Oedipus is on a quest for truth, during his quest he realizes that if he continues on his quest for truth he will cause himself great harm yet he continues his pursuit for truth. The audience is seized by the ironic nature of this play, and the tragic nature of Oedipus’s life. 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