Literature Review Essay Example | Topics and Well Written Essays - 2500 words - 1

Literature Review - Essay Example The culture of an organization has also come to be defined as the values that contribute to the creation of an environment that is conducive both psychologically and socially and enable employees to work effectively without worrying about any conflict related to their work procedure (Kilcullen & Judith 1999). Because of its great importance to the organization, it is a fact that it is subject to change and this change has to be well managed by the organization’s administration for it to become effective. Plenty of literature has been written concerning the various aspects of change that take place in an organization’s culture and most of this literature has spanned decades. Changes can be made to the organizational culture through strict management of all the new behaviours that are introduced within the organization. The implementation of change to the culture of an organization is the process through which changes are made in an organization with the intention of achi eving a certain result in the future. In addition, it can be said to be a process which comes to affect the daily activities of an organization, such as how it is managed and how teams and individuals work together in order to achieve the goals which have been set (Arce 2006). While there has been some dispute concerning whether change to the culture of an organization can be changed, it is a fact that change is necessary for the continued thriving of the said organization. This is the reason why, despite the resistance that may be encountered from those individuals within the organizations who have become too comfortable in the current culture, changes have to be implemented. This is the reason why there has to be a procedure which is followed in getting changes in an organization to be introduced and after the introduction, to achieve approval from all those involved (Shook 2010). The implementation of changes to the organizational culture has come to be recognized as one of the m ost important aspects of the running of organizations and as such, plenty of literature concerning it has been written, as the different ways of conducting such changes have been analyzed (Lakos & Phipps 2004). While most of the said literature often adopts a negative attitude concerning the implementation of changes within organizations, it is a fact that most of the organizations that have attempted these changes have witnessed a measure of success. This is because as stated by Sims (2000) change is inevitable within the culture of an organization if it is to remain relevant in the performance of its duties. One of the most important aspects of the organizational culture is that the values embodied within it are based on the knowledge that has been gained in the history of the organization from its founding as well as the existing knowledge of the organization, which forms the philosophies that hold the organization together. It is these philosophies which have to be changed over a certain period of time in order for the management of an organization to be able to achieve a complete change to its culture (Nastase, Giuclea & Bold 2012; Wines & Hamilton 2009). However, there are certain instances