Change Management: Anchoring a Distinct Organizational Culture

Introduction:

This Change Management: Anchoring a Distinct Organizational Culture training course addresses key challenges within the sphere of Human Resource Management (HRM) in today’s context. It is an exceptional seminar that critically and objectively examines core HR issues.

The course covers human resource development with a focus on theory, best practices, and processes in organizational development. A significant emphasis is placed on the importance of changing and sustaining changes in organizational culture.

Objectives:

At the end of this Change Management: Anchoring a Distinct Organizational Culture course, participants will be able to:

• Construct an effective change management model tailored to managing organizational culture.
• Navigate change with a deep understanding of the embedded nature of organizational culture.
• Recognize cultural factors that may influence change management practices.
• Develop skills in Organizational Development (OD).
• Manage performance in a multicultural context.
• Apply Strategic Human Resource Management (SHRM) approaches.
• Implement best practices for handling challenges in working with employees.

Training Methodology:

• Case Studies
• Group Discussion
• Simulations
• Problem-Based Learning
• Presentation Work
• Group Work
• Individual Tasks/Assignments
• Interactive Modules
• Assessments and Feedback Sessions

Course Outline:

Unit 1: Altering Human Behavior – The Psychology of Change Management

• Understanding Human Psychology
• Self-awareness, Trust, and Communication Development
• Formation of Attitudes
• Workplace Motivation and Factors that Sustain It
• Change Drivers
• The Role of Change Management in Organizational Culture

Unit 2: Organizational Change

• Initiating Organizational Change
• Reactions to Change
• Reasons for Change
• Levels of Organizational Transformation
• Theories and Perspectives on Organizational Culture Change
• Implementing Change and Overcoming Barriers
• Methods for Extending Change
• The Role of Appreciative Inquiry in Change
• Managing Organizational Change in Line with Strategy

Unit 3: Management of Change and Leadership of Change

• Differentiating Change Management from Change Leadership
• Understanding Organizational Culture
• Origins of Organizational Culture
• The Importance of Leadership and Culture in Change Management
• Impact of Change Management and Emotional Intelligence on Organizational Performance
• Key Elements of Emotional Intelligence for Effective Leadership
• Comparing Emotional Quotient (EQ) vs. Intelligence Quotient (IQ)

Unit 4: Organization Development (OD)

• Concept of Organization Development
• Introduction to the Balanced Scorecard Performance Management System
• Strategy Identification and Implementation
• Briefs on SWOT and PESTEL Analyses
• Barriers and Success Factors in Strategy Implementation – Culture, Leadership, and People Factors
• Constructing a Strategy-Focused Organization (SFO)
• Guide to Using Strategy Maps

Unit 5: Refreezing and Creating a New Cultural Status Quo

• Understanding and Developing Organizational Culture
• Cross-Culture Theory by Geert Hofstede
• Concepts of Organizational Culture and Organizational Change
• Steps in Building Organizational Culture
• Methods for Changing Organizational Culture
• Reviewing and Embedding the New Culture