Cultural alignment in response to strategic organizational change: new considerations for a change framework.: An article from: Journal of Managerial Issues
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ISBN / ASINB00092YFS2
ISBN-13978B00092YFS3
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This digital document is an article from Journal of Managerial Issues, published by Pittsburg State University - Department of Economics on December 22, 1994. The length of the article is 7129 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
From the author: Organizational culture change has been considered broadly as having an influence on organizations' ability to successfully implement strategy. This paper represents an attempt to integrate the literature on culture and strategic change, and to identify aspects and variables of culture that impact strategic implementation associated with organizational change. The cultural orientations of the firm have been shown to have a major impact on the effective use of human resources and, as such, must be fit or aligned with the dictates of any competitive strategy formulated in response to a need for organizational change. A model of change is proposed for cultural evaluation and feedback which encompasses several cultural variables and is designed to facilitate change more as a controlled evolution rather than an edict.
Citation Details
Title: Cultural alignment in response to strategic organizational change: new considerations for a change framework.
Author: Robert H., III Bennett
Publication:Journal of Managerial Issues (Refereed)
Date: December 22, 1994
Publisher: Pittsburg State University - Department of Economics
Volume: v6 Issue: n4 Page: p474(17)
Distributed by Thomson Gale
From the author: Organizational culture change has been considered broadly as having an influence on organizations' ability to successfully implement strategy. This paper represents an attempt to integrate the literature on culture and strategic change, and to identify aspects and variables of culture that impact strategic implementation associated with organizational change. The cultural orientations of the firm have been shown to have a major impact on the effective use of human resources and, as such, must be fit or aligned with the dictates of any competitive strategy formulated in response to a need for organizational change. A model of change is proposed for cultural evaluation and feedback which encompasses several cultural variables and is designed to facilitate change more as a controlled evolution rather than an edict.
Citation Details
Title: Cultural alignment in response to strategic organizational change: new considerations for a change framework.
Author: Robert H., III Bennett
Publication:Journal of Managerial Issues (Refereed)
Date: December 22, 1994
Publisher: Pittsburg State University - Department of Economics
Volume: v6 Issue: n4 Page: p474(17)
Distributed by Thomson Gale
