Assesment of Internet Articles on Organizational Culture

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Assessment of Internet Articles on

Organizational Culture

Rosaleen Maten

MGT. 1

Donnelle Keenan

September , 00

Assessment of Internet Article on

Organizational Culture

The first article that I reviewed was Toolpack Consulting (guide), which discusses organizational culture. They give examples of cultural change at several different companies but the main focus was on the cultural change at Chrysler Corporation. The article describes the problems that Chrysler was facing and walks you through the stages of the implementation of cultural change. The stages dealt with quality issues to the pitfalls of cultural change. The article discussed the use of cross-functional teams and the employee problem solving teams. They talked about the cultural changes of un-freezing, change, and re-freezing. They devoted a great deal of the article to the un-freezing stage in order to create change. While diversity usually applies to race and or gender Chrysler used diversity in it's teams by mixing engineers with mechanics, assembly line workers, and extended their communication to include auto dealers. The diversity gave them a clear picture and provided the feedback that they needed to un-freeze and change. A quote from the article "The power of cultural change is strong; strong enough to turn a dinosaur into a state of the art profit maker" was a strong declaration of how important company culture is to the success of all companies.

Although I am a company of one and this article talks about huge corporations and the changes that they made it made me think about the changes that we make at all levels and how they apply to all levels of business. I reflected on one of the issues that they raised about the complacency that tends to set in when the changes are starting to reap the profits and we think we can quit and sit back. I think this applies to a company of one also.

The second article that I chose also was from a consulting firm; Organized Change Consultancy, Re-engineering and TQM , The Balanced Scorecard and Performance Improvement, Assessing and Improving Your Organization, The Nine Pitfalls of Organizational Change Chaudron,D Phd. Dr. Chaudron uses a thought-provoking quote that is reflective of organizational change and the future of our corporate culture. " The trouble with our times is that the future is not what it used to be." Valery,P., French poet and philosopher. He continues to talk about the fact that planning is less about future decisions and more about the impact and consequences of today's decisions. In creating change the article stresses the need to flatten the company and involve the employees with information and authority. Companies must be specific in their training approach and empower teams to manage themselves with the direction of a coach. He list one of the pitfalls of change is many companies that think there is a quick fix solution without the total commitment of the entire organization. He feels goals need to have the resources and management determination to see their success. Goals also need to be SMART Specific, Measurable, Attainable, Realistic and Time-bound. Goals focus on what and strategies focus on how. Dr. Chaudron also includes methods to treat inter-group issues, cross-functional teams and matrix organizations to deal with issues that cut across organizational lines. Increasing the future of change he contends is not a one shot effort but a continuous and on-going effort.

I feel this article also held information and a blueprint that can be applied to all organizations. I also think he highlighted and warned of using the wrong method for your corporation. He stressed knowing the problem and using the right solution to fix it. Not to change just for the sake of change.

The third article I chose was a little more individual as it dealt with character, Managers'Lack of Character Must be Fixed Groten, E. I chose this article because it didn't deal with all the big issues of organizational culture but dealt with the issue of culture from the ground up. Eric Groten starts her article by stating managers must learn to treat people better and that it requires buy-in from the top and the creation of a management-coach position. She goes on to site several examples of managers lack of character and lack of respect for their co-workers. It is the choices that we make as individuals. Lack of character can affect the culture of an organization.

I chose the above articles because I enjoyed reading them and that they applied to the text that we are studying; also they gave me insight into ways that I could use to improve my own business and the people I work with on a daily basis. The main focus on not quiting after a few successes, setting goals, time frames, and working with people of character and continuing to improve my own character.

References

Teoma search engine http//www.teoma.com

Chaudron, D.PhD Re-engineering and TQM, The Balanced Scorecard and Performance Improvement, Assessing and Improving Your Organization, The Nine Pitfalls of Organizational Change. Retrieved from the World wide Web September 1,00 http//

www.stategicplanning.organizedchange.com

Groten,E. Managers'Lack of Character Must Be Fixed. Retreived September 1,00 from the World Wide Web http//

www.crainsny.com/page.cms?

Toolpack Consulting. Organized Culture. Retreived from the World Wide Web September 1, 00 http//

www.toolpack.com/culture

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