Dangers of Bringing About Cultural and Structural Change in an Organization

The danger of incorporating cultural and structural changes in an organization defines culture as follows. Belief and expectation patterns shared by members of the organization. 6 Changing the corporate culture is a very complicated and time-consuming task. There are many elements that influence culture, and construction is difficult to change.

Keith Davis defines OD as a comprehensive strategy that uses group processes to focus on the entire organization process to achieve program process changes. It is aimed at changing beliefs, attitudes, values, structures, and practices so that organizations better adapt to technology and achieve fast pace of change. System configuration: OD focuses on structure, process, and attitude. It highlights the relationship between the components, not the components themselves. Problem solving: OD is aiming to solve problems rather than theoretical arguments. This kind of concern is not a human problem actually called action research but a sustainable problem. The characteristics of this OD are very important, and OD is sometimes defined as "improvement of organization by action research".

We will work with the organization as a system to execute organizational planning and control changes in a priority direction and try to change the integrity of the organization by changing organizational structure, technology, people, or tasks. It focuses on the interaction between the organization and its environment

Building culturally competent organizations means changing the way people think about other cultures, the way they communicate, and how they work. In other words, organization structure, leadership and activities must reflect many values, perspectives, styles and priorities. Changing the appearance of an organization is only the first step. Culturally competent organizations also emphasize the benefits of cultural diversity, celebrate the contribution of each culture, encourage positive outcomes that interact with multiple cultures, and share different strengths Support people of cultural background. To truly change, organizations must promise to program, evaluate and create places to cover all cultures and celebrate diversity.