2.2 Organizational Culture and Change

	Organization culture is the values and behaviors that contribute to the unique social and psychological
	environment of an organization.

	It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over
	time and are considered valid.

It is shown in:

The way the organization conducts business.

The extent to which employees are empowered.

How power and information flow within organization.

How employees are committed towards organization goals

Each organization has a unique culture and which is one of the hardest things to change.

	However, sometimes executives are obliged to employ a new technology that directly opposes an existing
	organizational culture because it is the only sensible way for a firm to move forward.

	Organizational change deals with how for profit and nonprofit organizations plan for, implement and handle
	change.

2.2 Organizational Culture and Change

Chances are employees may not welcome this change and initially the venture will be met with resistance.

Several techniques can be used to overcome user resistance:

User involvement.

Team environment.

Valuable input.

Change Model

	A change model is a representation of change theories that identifies the phases of change and the best way to
	implement them.

There is three-stage approach for change proposed by Kurt Lewin: Unfreezing, moving, refreezing.

Unfreezing

The goal during the unfreezing stage is to create an awareness of what is the organization current status.

		Old behaviors, ways of thinking, processes, people and organizational structures must all be carefully
		examined to show employees how necessary a change is for the organization to create or maintain a
		competitive advantage in the marketplace.

2.2 Organizational Culture and Change

Moving

This changing step or moving step starts by the implementation of the change.

This is when the change becomes real.

		During the changing step people begin to learn the new behaviors and well trained for processes and ways
		of thinking.

Refreezing

		Lewin found the refreezing step to be especially important to ensure that people do not revert back to their
		old ways of thinking or doing prior to the implementation of the change.