- Safety Culture Change Management Principles

This chapter aims to assist those responsible for implementing change to think more about how employee participation or involvement is undertaken during the change process. The chapter starts by providing an overview of the theoretical explanations as to why employee participation in change management is important. The authors then examine the nature of employee participation in three organizations undertaking major culture change programs, each using a different change intervention. They present three case studies that show how the context surrounding the change (comprising drivers, intervention, approach to change, and change levers) influenced the characteristics of employee participation in the change process. They conclude by emphasizing the significance of examining change agents' intervention methodology as a contextual factor to understand better the experience of culture change programs. The key message is that employees' experiences of participation influence their perceptions on the effectiveness of this type of change.

Download Full-text

Improving the Role of Organisational Culture in Change Management through a Systems Approach

Organizational Change Management Strategies in Modern Business - Advances in Logistics, Operations, and Management Science ◽

10.4018/978-1-4666-9533-7.ch012 ◽

2015 ◽

pp. 230-271

Author(s):

N. Gökhan Torlak

Keyword(s):

Change Management ◽

Corporate Culture ◽

Culture Change ◽

Systems Approach ◽

Soft Systems Methodology ◽

Organisational Culture ◽

Organisational Performance ◽

Systems Methodology ◽

Soft Systems

The chapter assumes organisational culture, which is most valuable resource of organisation, cannot often be treated coherently by managers in change management that ultimately leads to ineffectiveness and failure. In order to make organisational culture a powerful managerial instrument in change management resulting in high organisational performance the chapter proceeds through the following sequence. At first, it elaborates chief characteristics of organisational culture in order to underline its value; secondly, portrays significance of interpreting and managing organisational milieu; thirdly, emphasises necessity and difficulty of organisational culture change; and then offers a systems approach called two strands model of soft systems methodology to improve the effect of corporate culture on organisational performance. The last part describes the methodology in depth and shows how it is applied to a private hospital that generates its improved version dealing with the major issue of open, full and equal participation in organisational culture change management.

Download Full-text

Safety Culture Change and Learnings

10.2118/173498-ms ◽

2015 ◽

Author(s):

M. Zerafa ◽

K. Shallenberger ◽

C. Hirstius ◽

C. Sistrunk ◽

B. Huber ◽

...

Keyword(s):

Safety Culture ◽

Culture Change

Download Full-text

Technological Change as a Mediator of Employee Competency Profiling in Selected Industries in Kuching, Sarawak: A Structural Equation Modeling Approach

Journal of Cognitive Sciences and Human Development ◽

10.33736/jcshd.198.2016 ◽

2016 ◽

Vol 1 (2) ◽

pp. 56-70

Author(s):

Nadri Aetis Heromi Basmawi ◽

Hasbee Usop

Keyword(s):

Organizational Culture ◽

Change Management ◽

Technological Change ◽

Culture Change ◽

Structural Equation ◽

Action Plan ◽

Simple Random Sampling ◽

Equation Modeling ◽

Organizational Setting ◽

Organizational Culture Change

This study aims to investigate competency profiling and determine if technological change act as a mediator in the relationship between the identified factors and employee competency in selected industries in Kuching, Sarawak. It is also to develop the best fit model based on the variables selected. The four identified variables are teamwork, organizational culture, change management, and technological change. The sample of this study were 302 respondents selected through a simple random sampling. The findings showed that there is a positive effect between teamwork, organizational culture, change management, and technological change as mediator towards employee competency. This study provides positive implications, such as, improving competency process in organizational setting, improving policy and related action plan regarding human resource practices on competency.Keywords: competency profiling; teamwork; organizationa culture; change management; technological change; mediator; structural equation modelling

Download Full-text