Over Coming Barriers to Change

Corporate culture is a mix of the qualities, convictions, taboos, images, customs and myths all organizations create after some time. It is affected by the business, business and result of a given company.Corporate culture gets from the impact of the accompanying components, for example, Founding Figures and Turnaround Leaders and Unique Company History and Stage of Development.

Corporate culture influences everyday employee actions – it’s how they interact with customers, each other, and make decisions. If the company culture does not align with the mission statement, it can create an identity crisis of sorts.

Good performance is rewarded through timely job promotions, special recognition and in some cases monetary rewards and incentives.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

Organizational or corporate culture is the widely shared values within an organization that foster unity and cooperation to achieve common goals. The key to a productive culture is mutual trust. Organizations receive trust by giving it. Top companies stress high moral and ethical values such as honesty, reliability, fairness, environmental protection and social involvement.

The statement, “ after I accept myself just as I am, only then I can change ” demonstrates that one can change only if an individual believes, knows, and embraces themselves. If an individual cannot accept who they are it will be challenging to change. In order to change, an individual has to believe in themselves by embracing their strengths and weaknesses in a compassionate way. Also, an individual has to know who they are or else with peer pressure one could change, not for the best. Additionally,one had to embrace themselves in every aspect such as imperfections. If an individual cannot embrace oneself, then it becomes an obstacle to change. Nonetheless, the statement, “after I accept myself just as I am, only then I can change” could also

Corporate culture can be defined as “A blend of the values, beliefs, taboos, symbols, rituals and

For leaders to make successful cultural changes, it is advisable to first identify perfect change agents within the organization. A change agent can be anyone who helps an organization transform by improving business processes and interpersonal interactions. These change agents will be the vectors that will spread the change initiatives throughout the entire organization and weaken resistance to change. More often the leaders can identify themselves as change agents in order to stimulate talented change

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

When implementing a successful change initiative, Kotter stated you must “win over the hearts and minds of the employees” (Kotter, 2011). After all the changes are recognized, the leader and team need to push through the stages and stay on track with the initiative that has been set. Once all the stages of the change initiative have been determined and initiated, behavior in the culture needs to change to compliment the changes that have been put into place (Cohen & Kotter, 2012). It is often difficult to keep employees out of their comfort zone and keep them on track with the change (Kotter, 2012).

Managers have displayed a dominant resistant to change. Therefore, how does leadership mold attitudes of managers to accommodate/facilitate a holistic cultural change?

Hofstede (2003) defined culture as "the collective programming of the mind that distinguishes the members of one group or category of people from another". Corporate culture refers to the intangible aspects of companies, including the interactions at an interpersonal level, and values, morals and ethics which permeate the way that decisions are made and polices are implemented (Buchanan & Huczynski, 2011). Just as when one undertakes international travel, and sees different cultures where there are different attitudes and traditions, one can also observe different

Management researchers seem to agree that the things that companies do called "corporate culture" is an intangible concept and hence difficult to define. Among the attempts to define "corporate culture", the following definition is useful as a starting point:- "culture represents an interdependent set of values and ways of behaving that are common in a community and that tend to perpetuate themselves, sometimes over long periods of time" (Kotter and Heskett,1992,141) Peters and Watermann argue that changing a culture cannot be accomplished.

The culture of an organization is the set of values, beliefs, behaviors, customs, and attitudes that helps its members understand what the organization stands for, how it does things, and what it considers important"(Griffin, 49). In other words, "the way things work around here" (Dr. Williams). In order for any small business or large corporation to be successful, the employees must understand what is expected of them. While things might be slightly different in a large corporation versus a small "mom and pop shop", the goal of both is the same. MAKE THE BUSINESS MONEY. The topic of my paper will be on makes a good corporate culture.

ORGANIZATIONAL CULTURE, or CORPORATE CULTURE, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.