Organizational Change and Culture

Strategic Intent vs. Implementation

• 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

• 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.

Organizational Culture

• 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.

Frameworks for Successful Implementation

• 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.

Gantt Charts

• 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.

Evaluation of Performance Management

• 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.

The Logic Model for Strategic Evaluation (Coalter, 2002)

• This model helps to assess the impact of programs on different levels.
• It looks at:
  • Inputs: Resources invested in the program (e.g., funding, staff).
  • Outputs: Direct results of the program (e.g., participation numbers, training provided).
  • Outcomes: Short-term changes resulting from the program (e.g., improved skills, increased knowledge).
  • Impacts: Long-term effects of the program (e.g., behavioral changes, societal improvements).
  • Environment: The broader context and conditions impacting the program.

Sporting Inclusion & Equity

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

Intended Long-Term Changes

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

Sporting Outcomes

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

Intermediate Outcomes

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

Impact

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

Monitoring and Evaluation

• 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.