Organizational Culture and Employees

¶ … Organizational Culture

The concept of change is a very tricky path to head organization for most leaders in as much as change is inevitable and every management would like to see the organization change towards the good. The change often needs more than the introduction of the expected change and initiation of the change process. There can be challenges in bringing transformation and change if the process is not well handled, it is hard to get from the comfort zones people are in but unfortunately inevitable.

Change therefore needs to be inspired and be made part of the organizational culture. It needs to be fostered and cultured as opposed to structural and forced as Jason Clarke (210) puts it. The employees need to be inspired to own the change and not just informed about the change. They need to be the drivers of the change, they need to formulate the way the change will be implemented and the assurance that the change will be for their good and the good of the organization is the best way to go. Apparently, Jason Clarke, says that people are not afraid of change, indeed they yearn for it as seen by the fashion industry, but people are shy of fake change, which is often what they are subjected to.

Further, Mark Mueller-Eberstein (2012) indicates that two reasons that people fear change is because it takes energy and that we are human. These are true facts that often keep people in their comfort zones. He further gives the emotional rollercoaster that employees go through during the change. However, as he indicates and rightfully so, is that people need to be helped through the roller coaster and be inspired and motivated to move forward with change. People also need to communicate with the team, team up with the change movers and own the change so that it is believable to the many employees who will help in implement it.