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Organisation Culture Intervention: Process, structure and re-structuring. Questions How are characteristics of organisational culture variously described? Merits and limitations of descriptions? Themes and tensions in debates about organisation culture. Hard structure technical systems vs. soft humanistic concerns Questions What is organisational development (OD?) What models can be defined and how do these shape understanding of organisational change? What issues face a change agent - someone acting as an OD consultant/player? What pearls of wisdom would you offer someone initiating an OD programme - taking their first steps? Interventions to change soft culture R.H. Kilmann 1985, in Harvey and Brown, 1992 The organisation itself has an invisible quality - a certain style, a character, a way of doing things - that may be more powerful than the dictates of any one person or any formal system. To understand the soul of the organisation requires that we travel below the charts, rule books, machines, and buildings into the underground world of the corporate culture What is a corporate culture? a system of shared values and beliefs which interact with an organisation’s people, structure and systems to produce behavioural norms - “the way we do things around here”.e.g Sackmann, 1989: Walck, 1989 Other points on “culture” Profit vs. not-for-profit organisations (NPOs) sub-cultures in the organisation which differ or conflict Is management style corporate culture a key success factor influencing survival? modes of membership and commitment? communication and leadership behaviour? problem-analysis and decision-making The influence of “corporate culture” legitimisation of purpose and control gives members a sense of what to do, how to behave and what priorities to focus on helps members bridge the gap between formal directives and how the work actually gets done enables “supervision and control” thru. mind-set Compare with precision engineering model of