Organizational Change and Culture

Study Notes

Strategic intent focuses on the organization's long-term goals and aspirations.
Strategic implementation is the process of putting the plans and strategies into action to achieve those goals.

The Change Kaleidoscope (Balogun & Hailey, 2004) helps categorize organizational change.
There are four types of strategic change:
- Incremental: Occurs gradually within the existing cultural framework.
- Transactional: Requires shifts in existing practices but adheres to the core organizational paradigm.
- Transformational: Demands rapid change and a shift in the fundamental organizational paradigm.
- Turbulent: Requires significant shifts in strategy, requiring extensive adjustments.

Culture: Reflects an organization's values, beliefs, and behaviors. It impacts how the organization operates and interacts with its environment.
The Johnson and Scholes Cultural Web provides a framework for understanding an organization's culture.
- Stories: Highlights organizational values and practices through shared anecdotes.
- Symbols: Represents the organization visually, like logos or uniforms.
- Rituals and Routines: Daily activities and routines that define the organization's culture.
- Power Structures: Identifies the key decision-makers and influential figures within the organization
- Organizational Structure: Reflects the hierarchy and reporting lines within the organization.
- Control Systems: Define the processes and mechanisms for monitoring and managing the organization.

Getz, Jones, and Loewe (2009) proposed a migration path process for strategic implementation:
- Define the Desired Future State: Establish a clear vision of where the organization wants to be.
- Identify Major Gaps: Analyze the difference between the current state and the future state.
- Select Gap-Closing Actions: Determine specific steps to address the identified gaps.
- Group Actions into Themes: Cluster related actions to make implementation more manageable.
- Sequence Action Steps: Prioritize and order actions to achieve a logical implementation timeline.
- Check Consistency and Interdependencies: Ensure all actions are integrated and coordinated throughout the implementation process (can be done using a Gantt chart).
- Develop Future State and Migration Path: Outline how each division or function will be impacted and how the organization will transition to the desired end state.

A Gantt chart is a visual representation of a project plan, showing the timing of various activities.
- Purpose:
  - Illustrates the relationships between project activities and time.
  - Showcases multiple project activities on a single chart.
  - Provides a clear and understandable visualization of project scheduling.

Monitoring: The ongoing process of collecting and analyzing data to track progress towards goals.
Evaluation: A systematic and objective assessment of monitoring information to determine the effectiveness of programs or initiatives.

Aim: To ensure equal opportunities and access for all individuals, regardless of background or abilities.

Outcomes of sporting programs are expected to lead to positive societal changes.

Focus on developing skills and competencies, such as teamwork, discipline, or fitness.

Focus on individual development, including:
- Personal/Social Development: Increased self-confidence, improved social skills.
- Information/Understanding: Greater awareness of health or social issues.

The long-term effects of sporting programs on behaviors, attitudes, and societal well-being.

Monitoring: Ensures that a program is operating as intended and that progress is being made towards goals.
- Uses ongoing data collection and analysis to track progress.
Evaluation: Assesses the effectiveness of a program and its impact on the intended goals.
- Uses systematic and objective methods to determine if a program is achieving its intended outcomes.
- Can be used to inform program improvement or decision-making.