Change is determined by the laid out organizational culture in an organization. It is a fragile process since it cannot happen automatically considering the already laid out norms and codes of ethics. It is important to appreciate a fundamental and widely misunderstood characteristic of organizational change. In making an effort to bring a change, culture comes last, but not the first.To save efforts put in managing change in an organization the manager needs to understand the level of fragility associated with the change process. Culture in organization is a multifaceted concept. However, it means the norms of behavior and the shared values in a group of people. It’s a set of ordinary feelings concerning what is of importance and how we should act.
Constantly, evidence of culture and its power is seen in every aspect of life. In major change efforts, the power of culture is used to help make a transformation stick in organization. In one way, this is easy wile in other ways, it’s enormously difficult. It’s tricky since, most of the time, creating a new standard means that you need to transform older ones that are intensely embedded. Occasionally entrepreneurs abscond norms and communal values that are cement-like, so that when the world changes the business have huge difficulty adjusting. But the difficulty we face today is hardly ever the formation of new cultures that are too strong
Another example that determines whether change is going to stick in an organization is the process of employee recruitment, orientation and promotion. One more way that a delicate culture can be toughened is through the promotions process. The right promotions make those people who truly reflect the new norms more dominant, thus intensification of those norms. By putting into positions of authority people who have immersed a new culture, you create an more and more solid and stable establishment. This way a manager can be sure the changes are embedded in the very culture of the enterprise so that the new way of operating will stick
