Mechanisms or Levers for Creating Culture Change

• Per the text book, OB experts have proposed 12 mechanisms or levers for changing organizational culture.
• These levers can be pushed to create preferred type of culture, or they can be pulled to reduce a particular culture type.
• Changing culture amounts to pushing and pulling these levers to create culture profile that is best suited to help an organization achieve its goals.
• These mechanisms or levers include:
• Formal statements of organizational philosophy, mission, vision, values, and materials used for recruiting, selection, and socialization.
• The design of physical space, work environments, and buildings.
• Slogans, language, acronyms, and sayings.
• Deliberate role modeling, training programs, teaching, and coaching by others.
• Explicit rewards, status symbols, and promotion criteria.
• Stories, legends, and myths about key people and events.
• The organizational activities, processes, or outcomes that leaders pay attention to, measure, and control.
• Leader reactions to critical incidents and organizational crises.
• The rites and rituals used to celebrate important events or achievements.
• The workflow and organizational structure.
• Organizational systems and procedures.
• Organizational goals and the associated criteria used throughout the employee cycle.

respond to these questions:

1.Which of the 12 mechanisms do you believe is most effective?Why?

2.Describe one or more organizations that are exhibiting one of these 12 mechanisms?Which and how?

3.Show howthe 12 mechanisms relate to motivation and or leadership ?