Chapter 15: What leaders need to know about how cultures changes
Mechanism and forces that initiate culture change
Founding and early growth
Self-Guide Evolution through insight
Manage evolution through hybrids
Transition to midlife: Problems of succession
Change through systematic promotion from selected subcultures
Culture change through technological seduction
The way in which culture can change depends on the stage at which the organization finds itself
Tho change deeply embedded assumptions requires effort and time
This mechanism are cumulative in the sense that at a later stage
First stage
Founding and early growth of a new organization
The main cultural thrust comes from the founders
Cultural change Mechanism
Midlife
Maturity and decline
Founding and early growth
Insight
Promotion of hybrids within the culture
Incremental change through specific evolution
Technological seduction
Systematic promotion from selected subcultures
Infusion of outsiders
Scandal and explosion of myths
Turnarounds
Mergers and acquisitions
Destruction and rebirth
Incremental change through general and specific evolution
General evolution
Specific evolution
When the organization is not under too much external stress, the culture have small increments by continuing assimilating what have been working for years
Diversification
Growing complexity
Higher levels of differentiation
Adaptation of specific parts of the organization
Useful in new cultures and new subcultures
To avoid uncertainty and anxiety
Establish strenght and weaknesses
Modify cultural assumptions
The develope
Priorities should be reconsider
Abandoning one assumption
Systematic promotion of insiders whose own assumptions are better adapted to the new external realities
Insights needed about what is missing
Must get somewhat is missing
Opinions of board members
Educational programs
The succession from founders to midlife under general managers involves
Substages
Processes
Founders have difficulty giving up what they have created
Due to a organizational culture is a reflect of the leader personality, a change of leader implies a change of organizational culture
The culture comes over challenge
Succession process must:
Be designed to enhance those parts of the culture that provide identity
Diversity of subcultures
There are subcultures inside an organization with
Strengths
Weaknesses
Leaders promote people with assumptions similar to the ones of the organization
New technology introduce deliberately might change the culture
Technology is also associated with old and new technology
In order to get people behave in certain way, leaders introduce new technology
Robots
Artificial Intelligence
Automatization
Educational intervention are also new technologies
Use to create new common concepts and language
Examples
Networking
Personal computers
Systems
Groupware as zoom, skype or teams