ORGANIZATIONAL THEORY AND DESIGN (ÖRGÜT KURAMI VE TASARIMI) - (İNGİLİZCE) Dersi Innovation and Change soru detayı:
SORU:
In what ways does cultural change evolve?
CEVAP: There are nine different ways in which culture evolves:
1. The general evolution in which the organization naturally adapts to its environment
2. The specific evolution of teams or sub- groups within the organization to their different environments
3. The guided evolution resulting from cultural ‘insights’ on the part of managers;
4. The systematic promotion of insiders (employees) and subcultures whose own assumptions are better adapted to the new external realities.
5. Systematically bringing outsiders into jobs below the top management level and allowing them gradually to educate and reshape top management’s thinking
6. Scandals, disasters, and the explosion of myths
7. The more rapid transformation of parts of the culture to permit the organization to become adaptive again
8. Mergers and acquisitions
9. Removing the critical culture carriers such as the top one or two echelons of the organization, reorganizing functions, bringing in new technologies, and in other ways forcing real transfomation.
There are nine different ways in which culture evolves:
1. The general evolution in which the organization naturally adapts to its environment
2. The specific evolution of teams or sub- groups within the organization to their different environments
3. The guided evolution resulting from cultural ‘insights’ on the part of managers;
4. The systematic promotion of insiders (employees) and subcultures whose own assumptions are better adapted to the new external realities.
5. Systematically bringing outsiders into jobs below the top management level and allowing them gradually to educate and reshape top management’s thinking
6. Scandals, disasters, and the explosion of myths
7. The more rapid transformation of parts of the culture to permit the organization to become adaptive again
8. Mergers and acquisitions
9. Removing the critical culture carriers such as the top one or two echelons of the organization, reorganizing functions, bringing in new technologies, and in other ways forcing real transfomation.