One of the most challenging jobs that businesses face is changing their corporate culture. Such is frequently the case since an organization's culture is comprised of an interconnected set of beliefs, objectives, assumptions, mindsets, and even communication techniques, among other things. For a business like ABC, which has been in operation for ten years or more and all of its employees have adopted various ways of working, communicating, and even interacting with one another, changing such a culture is like punishing the entire workforce. Organizational cultures are often formed for a cause; perhaps the present ABC culture aligns with the founder's or business president's approach and comfort zone. The culture regularly imitates the current style of administration, since the senior managements tend to employ individuals who are just like themselves who then reinforce the traditional company culture. That could be the reason why ABC Company has a high rate of turnover as the employees who cannot fit into the system have no other option but to quit and look for the organizations that do have befitting cultures.
For ABC Company to expand its business dealings globally so as to stay competitive in the widget industry, the organization has no alternative other than implementing the organizational change. The first and foremost step that the company should take so as to achieve its motive is by redefining its mission, vision, and values. The organization must come up with a picture of its desired future and start working towards their achievement, and it can only be through the culture change. For the effective organizational cultural shift, there has to be the executive support; meaning the change must come from the top management then descend to the junior employees (Heathfield, 2016).
The ABC president must lead the transformation by altering his manners and the management tactics that he currently utilizes. He ought to bring to an end the idea of working from home and should start availing himself in the company so as to consistently support the change. The president must attend all the group meetings and refrain from the habit of making crucial business decisions over the phone, but instead, should sit down with everyone and even listen to the contributions of the other employees when it comes to the decision making. He should act as a role model to the other workers and give them a reason to cooperate with each other and work as a team for the achievement of the set vision of the ABC Company of expanding its operations globally so as to be competitive in the industry (Belias & Koustelios, 2014).
The mid-level managers should start working as a team and stop the idea of caring only for their departments as all are in one organization in the name of ABC and should start dwelling on the success of the overall company. They should practice effective communication and at all times engage the other employees of any changes or actions taking place so as to earn their trust keep them close, and know that the company values them. The president together with the other managers should review all the work systems, for instance, the pay practices, promotions, and performance management to give motivation to the employees, reduce the rate of turnover, and to offer the alignment with the desired culture (Katzenbach, Steffen, & Kronley, 2012).
For the ABC Company to go global and become competitive in the widget industry, it is also important that there is a review of its organizational structure. It is necessary that the physical constitution of the firm changes so as to conform to the preferred organizational culture. The ABC members must understand correctly what the company expects of them and must also have the know-how of the expected new behaviors after their definition. For that case, there should be training to teach the innovative ways and in communicating the expectations of the organization.
References
Belias, D., & Koustelios, A. (2014, March). THE IMPACT OF LEADERSHIP AND CHANGE MANAGEMENT STRATEGY ON ORGANIZATIONAL CULTURE. European Scientific Journal, 10(7), 451-470. Retrieved from file:///C:/Users/Hunza%20My%20Dream/Downloads/2996-8812-1-PB.pdf
Heathfield, S. M. (2016, October 12). You Can Transform Your Company Culture. Retrieved from https://www.thebalance.com/how-to-change-your-culture-1918810
Katzenbach, J. R., Steffen, I., & Kronley, C. (2012, August). Cultural Change That Sticks. Retrieved from https://hbr.org/2012/07/cultural-change-that-sticks
