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The Six Levers For Managing Organizational Culture

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Within organizations, large and small, there exists a sense of identity among its members that separates it from other organizations. This sense of identity is known as organizational culture. All over, managers seek to influence and change this into something that can be beneficial for the organization. In his article, “The Six Levers for Managing Organizational Culture”, Professor David W. Young defines the different elements that can influence and change the culture within the organization and how the reader can use these “levers” to their advantage. While the author does present a decent explanation for changing the culture of an organization, he leaves many questions unanswered that leaves his argument incomplete. To change the…show more content…
In-job standards and practices can drive motivation, authority, and influence. However, it is rewards that can serve as the primary motivation lever. The profit centers established to accomplish this must be mutually reinforcing, or frustration and undermining of the culture will occur. The next lever, the management control process, consists of four sections. The first of these is programming, which must come from strategy and be monitored to remain consistent with the firm’s objectives. The second process is budgeting, which need to fit with strategy formulation and programming. The last two of the four sections is measuring and reporting. These two sections focus on the “need for activities that measure and report both financial and nonfinancial information” . The measuring and reporting of a firm’s management control can be related to budget information and the motivation process. What a firm spends to drive motivation, and the amount of motivation that comes from it, can create contrasting cultures that needs information to why that is the result. Since this lever can be manipulated quickly, it is one that managers should focus on. The fifth lever focuses on the conflict management process. Conflict management can be either beneficial or detrimental, but for the best desired outcome, “the conflict must be managed well” . Conflict management must fit the level of the
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