Organization culture and change are one of the most valuable strategies in any organization. If the implementation of the two strategies is wrongly done, it can lead to the failure of organization. On the contrary, if they are correctly done, they can trigger the significant accomplishments in the organization (Nelson & Quick, 2011). For this reason, the management should consider the organization structure and design because they play an immense role in the organization culture and change. In this case, leaders in the organization need to understand different concepts of organization culture and change that lead to success (Nelson & Quick, 2011). Therefore, an analysis of organization culture and change is done for the purposes of success in the organization.
Organization culture is a collection of human behavior in the organization, in relation to the way activities are conducted by the organization, while the organization change is the transformation of business activities from the old strategies to new ones (Nelson & Quick, 2011). In this case, for these two strategies, structures and designs of the company matter because they affect or they are affected by the organization culture and change. Organizational structure is a hierarchical arrangement of lines of authority and communication linking the organization together while organizational design is an alignment of strategies, roles and processes forming the organization structure leading to achievement of goals in the company (Nelson & Quick, 2011).
Therefore, in order for the organization to have a perfect organization culture, they must create an excellent organization structure and design. The organization must have the design directed towards the achievement of organization goals (Nelson & Quick, 2011). In this case, there should be the specialization and standardization of tasks (Nelson & Quick, 2011). In addition, the organization design should allow an integration of tasks towards the achievement of organization goals. In relation to the organization structure, a well-established structure that allows the teamwork and decentralization of ideas is strategic to the organization (Nelson & Quick, 2011). The organization with these elements should ensure a follow up over a given period creating the successful organization culture.
On the other hand, the organization should be ready to accept changes to ensure a competitive advantage. In this case, the organization design should not be too rigid to allow changes in the organization. This means that the organization structure should have few environmental uncertainties (Nelson & Quick, 2011). In addition, the organization should try to minimize technology interdependencies creating a room for changes (Nelson & Quick, 2011). On the contrary, the organization should be extremely cautious of organization changes they are making because they can lead to failure instead of success (Nelson & Quick, 2011). Therefore, a key point for management is to ensure there is the room for a change since the change is inevitable.
Finally, the organization must learn how to utilize organization culture and change interchangeably for success. In this case, leaders should adopt cultures that lead to the quality excellence in the organization and do away with wrong cultures (Nelson & Quick, 2011). Secondly, the management of organization should create the culture that ensures there is the room for the change. This will guarantee no resistance to change from employees, resulting to success every time there is any transformation (Nelson & Quick, 2011). For this reason, organization culture and change are the two strategies opposite to each other, but their integration is a key to success for the organization.
According to the above analysis, organization culture is something created for some period. In order for the company to have successful cultures, it needs to maintain valuable cultures and to do away with improper cultures. This is done through a proper evaluation of organization structure and design. Additionally, management should always consider creating the room for the change in the organization structure and design. This ensures that organization cultures are not rigid; hence, there is no resistance to change. Therefore, a successful organization is the one that has excellent cultures leaving the room for the organization change.