Why Organizational Cultures are So Hard to Change

 

Like a company's foundation, organizational cultures are shaped over years by the collective experiences, customs, and values of the members. They impact everything from employee behavior to decision-making procedures, acting as the unseen bond that keeps the company together.  Why is it that changing organizational cultures is so difficult?

First of all, an organization's culture is a living, breathing organism that has been developed by years of common values, beliefs, and experiences. It is not a static entity. It is deeply rooted in the organization and permeates every aspect of it, much like the roots of a tree. To try and force these deeply rooted attitudes and practices to change would be to undermine the company as a whole.

"Organizational culture is a complex and multifaceted concept that can be categorized in various ways." (Edgar H, 1985)

In the actual world, there are many different organizational cultures that are dynamic and depend a variety of internal and external influences. Human resources specialists have the power to alter the culture of the organization, but it will require much preparation. The Organizational Culture makes four cultural distinctions, according to:

• A major contributing factor to resistance to change is human nature. People are creatures of habit, and they feel safe and secure in familiarity. 

• Furthermore, current procedures, concepts of leadership, and organizational structures frequently support and maintain the cultures within them. Employees who work for an organization that favors hierarchy and control may be discouraged from challenging authority or express different opinions.

• A further significant aspect is the difference between claimed opinions and habits.

• Additionally, Culture change is a long-term project needing acceptance, perseverance, and fortitude.

With the correct strategy and dedication, cultural change is still possible despite these huge barriers. It necessitates a comprehensive approach that targets systemic, behavioral, and structural barriers to change. It is important for leaders to provide a good example by living up to the principles they teach and by actively supporting cultural efforts.

Organizations also need to promote broad channels of communication that invite discussion, criticism, and transparency. Workers should feel free to express their worries, thoughts, and goals without worrying about punishment. A sense of community and shared ownership of the transformation process are created by this equality.

Why Organizational Culture Matters and How to Change It,

Organizational cultures are not immune to change, despite their well-known resistance to it. Through a methodical approach, understanding the underlying factors, and dealing with resistance, businesses can continually alter their cultures to better represent their values and strategic goals.  It's a challenging journey...

References;

Leeman R. (2023). Organizational Culture Change, Available at: https://www.linkedin.com/pulse/organisational-culture-change-what-exactly-why-so-difficult-leeman/ [Accessed on 10.04.2024].

Ron, F (2022) Why Org. culture matters& how to change it [online] Available at: https://www.youtube.com/watch?v=u_OGO8pkw2o [Accessed on 11.04.2024].

Talent Development Glossary Terms (2023) Available at: https://www.td.org/talent-development-glossary-terms/what-is-organizational-culture [Accessed on 10.04.2024].