Managing Organizational Culture for Change

1) Culture at CMC:

Organizational Culture is defined as a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to every members coming in the organization. In other words, it refers to a system of shared meaning held by the members that distinguishes the organization from other organizations.

CMC's philosophy is to be committed to the users. They believe to work on projects and take up tasks that would have a significant impact on the quality of life thereby improving productivity in core sectors. At CMC creativity and innovation are fostered, and the company functions on the pillars of trust, goodwill and empathy for the human beings.

CMC believes in setting high targets for themselves as they had confidence and knew that they possessed the capabilities to achieve the same.

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They encouraged their employees to take up challenges and risks whether they knew about the job or not. There was a strong determination within the organization that they should be ready to tread the unknown. It is due to this fact that they considered themselves as a hook-rug company. CMC also believes in flexibility in the organization where in the structure is not rigid and emphasizes on open door policy.

CMC tries to create a culture where people are more work-oriented. This is accomplished by providing a proper job challenge and work atmosphere where money is not the only concern.

Strengths:

* High level of employee involvement

* High integrity at workplace

* Development of strong trust relationships

* Highly effective leadership

* Job challenge allows the employees to enjoy the tasks they perform thus increasing dedication to work

Weaknesses:

* Absence of rigid structure...