Organizational Change Processes

In principle the change in organizational culture is not an easy pattern. The essence of change is to try first human groups are on our side according to the following phases:

PREPARATION PHASE 1 .- For this phase is accomplished, the staff must recognize that there are problems between members either own the company, customers or business structure or simply accept that structural processes or business decisions necessary carry out a process of organizational change.

DIAGNOSTIC PHASE 2 .- The commitment from the top and shows us the necessity of acting from conviction.

PHASE 3 INSTITUTIONALIZATION .- It must be accepted by the majority of the members, keep in mind the fear and insecurity at the beginning of the process should be considered normal by the agents of change. Having employees on our side would mean a real decrease the risk that any change involves.

One of the biggest problems facing the man, what is the "resistance to change", this arises as a manifestation of insecurity to changing established routines and habits, using a defense mechanism to the inability to assimilate new criteria, systems or procedures.

Types of behaviors that comprise the overt behavior of organizational culture.

- Ethical Conduct

- Organizational Behavior.

ETHICAL CONDUCT

Bounded by cultural factors and the formation of social networks themselves members of the enterprise which can identify the following:

- Social tolerance towards corruption .- The corrupt are socially accepted as the most cunning, the tax evader, the smuggler, and so on.

Likewise, there is a repulsive towards this type of people apparently are respected when it is in front and behind their activities is reported.

- Political loyalty .- As public employees achieve the charge for political activism, they owe their allegiance to their party and not the public they serve.

ORGANIZATIONAL BEHAVIOR

The determinants of these behaviors are in the establishment and operation of a particular organizational structure in relation to the following:

- Bureaucracy .- It is a management system too large, which is a huge consolidation of organizational structures.

- Concentration of Power-When the power is in hands of a few officials who are owners of the paperwork and the time assigned to them.

- Access to Information - No information channels between boss-employee and this is a risk for the company to present a problem.