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BY RANU PARMAR(41) PRADIPNA LODH(36) RISHAB GOEL(43) NISHANT SINGH

A shift in the business culture of an organisation resulting from a change in the underlying strategy and process that the organisation has used in the past.A transformational change is designed to be organisation wide and is enacted over a period of time.

Triggered by Environmental and Internal Disruptions Systemic and Revolutionary Change Driven by Senior Executives and Line Management Continuous Learning and Change

Culture Change

Three kinds of interventions agaist transformational change

Self Design

Organisational learning and Knowledge management

A stable and coherent set of beliefs about the organisation and its environment.It describes the working environment of an organisation.

Artifacts Norms

Values
Basic Assumptions

Self-design change is a strategy that involves an ongoing series of designing and implementing activities carried out by managers and employees at all level of the firms.

Systemic change process altering most features of the organization Process is ongoing, never finished continuous improvement and change Learning as You Goon-site innovation Need support of multiple stakeholders All levels of the organization adopt new strategies and change behaviors

Laying the Foundation


Accquiring knowledge Designing Diaognising Valuing Implementing and Assessing

Organization Learning interventions

emphasize the structures and social processes that enable employees and teams to learn and share knowledge Knowledge Learning focuses on the tools and techniques that enable organizations to collect, organize, and translate information into useful knowledge

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Generating Knowledge

Organizing Knowledge

Distributing Knowledge

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Organization LearningKnowledge Management Competitiv e Strategy


Organization Characteristic s Structure Information Systems HR Practices Culture Leadership Organization Learning Processes Discovery Organizatio n Knowledge Tacit Explicit Organizatio n Performanc e

Invention Production Generalization

Cummings & Worley, 8e (c)2005 Thomson/South-Western

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Structures emphasize teamwork, information

sharing, empowerment Information systems facilitate rapid acquisition and sharing of complex information to manage knowledge for competitive advantage Human resources reinforce new skills and knowledge Organization culture encourages innovation Leaders model openness and freedom to try new things while communicating a compelling vision
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Single loop learning

Double loop learning

Most common form of learning Aimed at adapting and improving the status quo Generative learning Questions and changes existing assumptions and conditions Learning how to learn Learning how to improve single and double loop learning

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