Framework to Analyze CELs Culture and its Impact on the Change Effort

Framework to Analyze CELs Culture and its Impact on the Change Effort

Organizational culture refers to the beliefs, norms, patterns, assumptions, and attitudes that influence how people in an organization behave. The two layers of organizational culture include an organization’s beliefs and values and the infrastructure and assumptions supporting operations. Beliefs and values are essential in outlining what the organization expects from employees and other stakeholders. This report discusses CEL’s organizational culture, the elements of the organizational culture that could impact change in the organization, and the need for a change management process in the organization.

CEL’s Current Organizational Culture

CEL’s current organizational culture is the clan culture. According to Pamungkas & Yulianti (2020), the clan organizational culture focuses on supporting and coaching employees and performing the roles and duties in the organization like a family by emphasizing consensus of values, goals, and commonality. One of the indicators of the clan culture at CEL is support for all employees. CEL supports its employees by creating an environment where employees can approach any company member and share their problems with them (Risavy & MacMillan, 2018). The second indicator of the clan culture is the sharing of loss and profit statements with employees to help everyone in the company understand the company’s financial state. The third indicator is the emphasis on a sense of belonging. For example, the company aims at creating a sense of belonging by allowing employees to purchase shares in the company.

Elements Of CEL’s Organizational Culture that will Support Change Efforts and those that may be Barriers

One of the elements of CEL’s organizational culture that will support change efforts is leadership. The organization has good leadership, supporting all employees and encouraging them to focus on their career and personal development by considering top positions and being shareholders. The company’s leadership also encourages employees to express their problems to any company member, thus reducing the possibility of resistance to the change (Risavy & MacMillan, 2018). Another element that will support change efforts in the organization is communication. CEL has effective communication that emphasizes transparency. Effective communication and transparency are essential in reducing resistance to change because they promote trust and enable individuals to understand the change. However, the organization should closely monitor growth opportunities and professional development because they could hinder the change effort. For example, employees like Arvidson are reluctant to take higher positions in the organization because they do not have the academic experience needed to complete the roles in the new position. Such situations could delay the change process because the organization may have to look for another employee ready for the position or train the selected employee.

Need for a Change Management Process at CEL and the Type of Change the Company Should Consider

I believe that CEL needs a change management process to sustain its operations and continue being successful. According to Wahren (2021), change management is a structured and systematic process of creating and implementing interventions and strategies for organizations moving from a current state to a proposed state. CEL should consider a change management process because it is moving to another level, which includes allowing employees to own shares in the company, applying the company’s values in decision-making, and implementing succession planning. The change management process includes transformational, operational, and strategic changes. Transformational change includes changing an organization’s behaviors, processes, and structures. Operational change includes introducing new structures, procedures, technology, and systems. Strategic change includes transitioning to a future state by creating a new vision, purpose, and mission. CEL should consider strategic change because it is moving to a future state that will require adjusting its vision. For instance, the organization may adjust its vision and mission to include employee ownership when employees begin to purchase shares in the company.

Conclusion

Organizational culture is the backbone of organizational success because it impacts employees’ behaviors based on an organization’s beliefs, norms, patterns, assumptions, and attitudes. CEL uses the clan culture, which is evident in employees’ sense of belonging, communication transparency, and leaders’ support. The organization can leverage leadership and communication in the change process to successfully implement change. However, the organization must consider the impact of growth opportunities and professional development on how employees embrace change. CEL should also implement the change management process by considering strategic change because the proposed changes require adjusting its vision.

References

Pamungkas, M. D. T., & Yulianti, P. (2020). The influence of clan culture on Organizational Citizenship Behavior (OCB) with affective organizational commitment as an intervening variable of employees. Advances in Business, Management, and Entrepreneurship, 659–662. https://doi.org/10.1201/9780429295348-140

Risavy, S. D., & MacMillan, K. (2018). Bringing vision to life: Culture development at CEL. Ivey Business School Foundation.

Wahren, H.-K. (2021). Change management. Change Management. https://doi.org/10.3790/978-3-89673-965-0

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Review the following: The case study is attached

Risavy, S.D., & MacMillan, K. (2018). Bringing vision to life: Culture development at CEL. Ivey Business School Foundation.

Write a paper that includes an intro and conclusion answering the following questions about the case. In your answers, make sure to repeat the specific question being addressed or keywords from it, and then provide your response. Provide specific citations from the readings and/or the case to support each answer.

How would you describe the current organizational culture at CEL? (Consider your previous coursework on culture.)
*What elements of CEL’s culture will support this change effort? What elements may be barriers?
*Do you believe CEL requires a CM process or an OD process? Why? (Consider learnings from Module 2.)
*As you put together a change strategy for CEL, identify the type of change you would suggest and provide your rationale. (Consider the processes from Module 1.)
Within the assignment, reference key concepts in the course, as well as course readings. Cite sources in APA style.