Assignment 2: Impact of Culture on Change Many theories have been introduced to explain the impact of organizational culture on change initiatives. Although this literature will review ways in which an effective change agent can build a change-friendly organizational culture, five characteristics for an effective change leader and explanations on how change leaders can integrate ethical principles into the change process that will facilitate a healthy change within an organization.
The article in which the scholar will review is the role of change agent as mediator in the relationship between HR competencies and organizational performance and author are (Longa, Ismailb & Amina,, 2015). Longa, Ismailb & Amina, believe the major concept to that impact organizational culture on change initiatives is the competencies of the Human Resource (HR) department. For instance; the HR leaders assist workers in clarifying the change and therefore, reduce the impact of change initiatives. In addition, the effectiveness of this change is directly …show more content…
Ulrich, Brockbank, Yeung and Lake (1995) had another point of view, which stated the HR practitioners must be well informed concerning financial management, external contender and clients’ difficulties; also, have the skills to include internal and external members successfully. My five characteristics are in agreement with the authors. If the effective change leadership is directed by the HR workforce an introduction phase should be put into action. The introduction phase should be the first items on the agenda. A introduction well prepare employees for the change, allow employee feedback, summarize goals and objective, and revisit the organization goals and
The article in which the scholar will review is the role of change agent as mediator in the relationship between HR competencies and organizational performance and author are (Longa, Ismailb & Amina,, 2015). Longa, Ismailb & Amina, believe the major concept to that impact organizational culture on change initiatives is the competencies of the Human Resource (HR) department. For instance; the HR leaders assist workers in clarifying the change and therefore, reduce the impact of change initiatives. In addition, the effectiveness of this change is directly …show more content…
Ulrich, Brockbank, Yeung and Lake (1995) had another point of view, which stated the HR practitioners must be well informed concerning financial management, external contender and clients’ difficulties; also, have the skills to include internal and external members successfully. My five characteristics are in agreement with the authors. If the effective change leadership is directed by the HR workforce an introduction phase should be put into action. The introduction phase should be the first items on the agenda. A introduction well prepare employees for the change, allow employee feedback, summarize goals and objective, and revisit the organization goals and