Changing organizational culture.

1. New organization: When a new organization is founded, focus on the culture is the last thing on the founders priorities, their main challenge is business success of the venture. The culture evolves naturally, devoid of any conscious effort and can be linked to the founder’s leadership. This hindsight can prove to be an expensive mistake if the organization succeeds or grows. Not always a new organization implies a new venture, sometimes large corporations are split into smaller separate business units or corporations and under new leadership or structure, might desire a different culture. 2. Re-Organization: An existing organization is restructured due to various factors like new leadership, new business vision, competitive landscape, growth or downsizing; such structural changes also demands change in organizational culture. 3. Mergers & Acquisitions: Cultural clash is a common phenomenon when two very different organizations are merged due to business reason. Lot of mergers fail miserably not because the analytical analysis and it’s financial benefit was incorrect, but rather due to incompatible cultures that propel employees to disassociate themselves with the organization. Hence it is important to assess the cultures and analyze whether they can be comfortably changed according to the new organization. 4. Ineffectiveness : A change is required if the existing culture is ineffective in meeting the management ‘s proposed values and expected behavior. Lower productivity, lack of enthusiasm or motivation, nonchalant employees, overwhelming management control are some indications of the culture’s ineptness.