ORGANIZATIONAL CULTURE
 WHY CHANGE ORGANIZATIONAL CULTURE?
Every organization wants to be as effective as possible, and this can be done by implementing changes in the organization. These changes may include downsizing, redesigning labor processes and procedures, and improving the quality of products and services.
Although these changes may prove effective, usually the most effective approach, according to the research literature, is changing the organizational culture to better fit the demands of the job.
HOW TO CHANGE ORGANIZATIONAL CULTURE?
According to the Competing Values Framework (Cameron & Quinn, 1999), change in the organizational culture can be achieved through recognizing which cultural profile dominates your organization right now and which profile is the most successful in your organization in the future (i.e., your “desired” culture).
This desired rather than current culture profile reflects your employees’ vision regarding what your organizational culture should be like so that your organizational success is increased.
OUR SOLUTION
We assess your current and desired organizational culture based on your employees’ opinions. We look at the degree to which your organization is dominated by four types of organizational culture now, and to which degree these cultural types should dominate your organization in the future.
These four types of organisational culture are:
BENEFITS OF USING THIS SOLUTION Benefit of using this solution is that it:
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