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BUS 5113 Discussion Forum Unit 8

The document discusses how organizational culture can be preserved during periods of change. It explores how employees can contribute, like through open communication and living core values. It also discusses support mechanisms for employees, like clear communication channels and training. It analyzes successful change strategies from companies like IBM and Microsoft that involved transparency and employee involvement.

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18 views6 pages

BUS 5113 Discussion Forum Unit 8

The document discusses how organizational culture can be preserved during periods of change. It explores how employees can contribute, like through open communication and living core values. It also discusses support mechanisms for employees, like clear communication channels and training. It analyzes successful change strategies from companies like IBM and Microsoft that involved transparency and employee involvement.

Uploaded by

fisehadekamo02
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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BUS 5113 Discussion Forum Unit 8

Title: Nurturing Organizational Culture amidst Change: Employee Contributions and

Communication Strategies

Introduction

Organizational culture is a fundamental aspect that defines the identity and character of a

business or enterprise. During periods of significant change, preserving this cultural fabric

becomes essential to mitigate potential negative impacts on organizational members. This report

explores the active contributions employees can make to preserve company culture during

change and identifies support mechanisms. Additionally, it analyzes successful change

communication strategies from other companies, drawing lessons for maintaining a unique

organizational culture.

1. Employee Contributions and Support Mechanisms

Employee Contributions:

Employees play a crucial role in preserving company culture during organizational change.

According to Cameron and Quinn (2006), employees can actively contribute by engaging in

open communication. This involves expressing concerns, ideas, and suggestions, fostering

transparency and alignment with cultural values. Living core values is another key contribution,

where employees embody and promote the organization's fundamental principles (Cameron &

Quinn, 2006). This serves to emphasize continuity and reassure organizational members that

certain cultural aspects remain unchanged.


Cross-functional collaboration is also highlighted as a significant contribution (Cameron &

Quinn, 2006). By promoting collaboration across different teams, employees can maintain a

cohesive organizational culture. This collaborative effort creates shared experiences, reinforcing

a sense of unity and common purpose during change. Lastly, mentoring and peer support

contribute to mitigating anxiety and uncertainty among employees (Cameron & Quinn, 2006).

Establishing mentorship programs fosters a supportive environment where experienced

employees guide their peers through the change process.

Support Mechanisms:

Support mechanisms are crucial in facilitating employee contributions during organizational

change. Clear communication channels, as suggested by Holt and Seki (2012), are essential for

disseminating information effectively. Regular updates, town hall meetings, and feedback

sessions contribute to maintaining transparency and ensuring employees understand the reasons

behind the change.

Training and development programs are identified as support mechanisms by Schein (2010).

These programs equip employees with the skills and knowledge necessary for adapting to

changes, aligning with the organization's commitment to employee growth. Leadership visibility

is crucial, as emphasized by Holt and Seki (2012). Organizational leaders need to actively

participate in the change process, demonstrating commitment and direction, which reinforces

stability and assures employees that the cultural foundation is not compromised.

Recognizing and celebrating successes is an essential support mechanism (Holt & Seki, 2012).

Acknowledging milestones achieved during the change process reinforces positivity and
motivation. Recognizing individual and team efforts aligns with existing cultural norms,

encouraging employees to actively participate in the transformation.


2. Successful Change Communication Strategies

Examples:

IBM's Transformation

IBM's shift from a hardware-focused company to a globally integrated services company is an

exemplary case. IBM successfully navigated this change by employing a communication strategy

that involved clear articulation of reasons behind the change, continuous updates, and active

involvement of employees in decision-making (Jones, 2018). The transparency and employee

involvement in decision-making contributed to the successful adoption of the change.

Microsoft's Cultural Transformation

Microsoft, under CEO Satya Nadella, underwent a successful cultural transformation. The

communication strategy focused on empowering employees to innovate, fostering a growth

mindset, and embracing diversity (Nadella, 2019). This strategy aligned with the organization's

values and ensured a smooth transition, preserving the company's unique culture.

Lessons:

Transparent communication is a common thread in the success of both IBM and Microsoft.

Clearly articulating the reasons for change, sharing progress, and involving employees in

decision-making contribute to successful change adoption. Inclusivity and empowerment are also

essential lessons learned from Microsoft's transformation. Fostering an inclusive environment

and empowering employees to embrace change can enhance and preserve organizational culture

(Nadella, 2019).
Conclusion

Preserving organizational culture during significant change requires a collaborative effort from

employees and well-structured support mechanisms. Learning from successful change

communication strategies, such as those employed by IBM and Microsoft, provides valuable

insights for maintaining a unique company culture. By combining active employee contributions

and effective support mechanisms, organizations can navigate change successfully while

preserving the essence of their culture.

References

Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing organizational culture. John

Wiley & Sons.

Holt, D. T., & Seki, K. (2012). Stick with your strengths: The effect of domain satisfaction on

individual performance and the performance of close others. Journal of Applied Psychology,

97(5), 927–941.

Jones, R. L. (2018). IBM global business services. Harvard Business School Case 409-142.

Nadella, S. (2019). Hit Refresh: The Quest to Rediscover Microsoft's Soul and Imagine a Better

Future for Everyone. HarperCollins.

Schein, E. H. (2010). Organizational culture and leadership. John Wiley & Sons.

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