Corporate culture is established over a long period of time which makes it difficult for business managers to alter it.
As culture is formed by the subjective views of employees which are ingrained in their minds they perceive the company, it often leads to considerable resistance to change of corporate culture. People always tend to resist change because ‘things have always been done that way here’.
But the good news is that corporate cultures are not static, so they can be changed over time.
Once a certain corporate culture is established, it will be self-perpetuating. It means that newly appointed employees will need to adapt to the demands of their new roles despite not liking it in the first place.
Here are a few examples when it might be necessary to change organizational culture:
- Workforce changes. Organizational culture isn’t static. It adapts alongside its workforce, goals, and external pressures. As personnel come and go, the company’s aims evolve, and competitive dynamics shift, so does the cultural landscape. Increasingly competitive and globalized markets necessitate greater delegation of authority and embrace of fresh perspectives. ‘New blood’ injects new ideas, while cultural, legal, and social changes demand cultural adaptability and growth.
- Mergers and acquisition. Mergers and acquisitions often…