Organizational culture and receptivity to change
Organizational culture comprises of various beliefs and valued or basic assumptions that members of an organization share in regard to the right behavior (Abdul Rashid et al. 2004, 163). Organization’s receptivity to change means the shared resolve by members to adopt a given change, their commitment and belief in a collective ability to achieve such implementation (Weiner, 2009, 67). The readiness of the organizational members for the change depends on how much they value it and whether they can favorably appraise the determinants of adoption capability which comprises of resources availed, tasks and situational aspects. The success of these factors are driven by people’s level of sociability and solidarity since organizations are normally directed by common goals which are achievable in an environment where people are strongly bounded socially. The organization culture can, therefore, facilitate or hinder the change reception depending on whether it allows members to address the dynamic adaptation problems to internal incorporation of resources and policies and external environment that are important in supporting implementation process (Weiner, 2009, 165).
Normally innovation acts as the engine that brings about change and having positive cultural values may provide an organization with the required ingredients for innovation. In an organizational culture where people pursue shared visions and goals, the relationships must be very strong and this can be a huge driver for success (Kpakol, A., 2014, 20). Organizations cultures that encourage positive attitude towards change will result to a high reception of innovation a major driver for change. However, organizational members are likely to have less tolerance for change if the culture upholds poor relationships and performance especially among friends (Weiner, 2009, 165).
References
Weiner, B.J., 2009. A theory of organizational readiness for change. Implementation science, 4(1), p.67.
Abdul Rashid, Z., Sambasivan, M. and Abdul Rahman, A., 2004. The influence of organizational culture on attitudes toward organizational change. Leadership & organization development Journal, 25(2), pp.161-179.
Kpakol, A., 2014. Re-Engineering Corporate Culture for Organizational Receptivity to Change. European Journal of Business and Management Vol.6 (29) 20
