How Can Organizational Development Techniques Help in Managing Culture of the Organizations?

How can organizational development techniques help in managing culture of the organizations?

Every organizational have their own differ culture and it cannot define that one culture is better than other cultures because culture has vary in some fields. Therefore, it has no one perfect culture to all the organizations. It only has good culture that suitable to the organization. It also means that there is no one general prescription for the organizations to managing their culture. The organizational culture is develops and show itself other than organizations. The organization culture is the work culture of the organization, and it will control the behaviours, norms, values and perceptions of employees, in order to influences the organization achievement.  Organization culture is the crucial element that can leads the success or fails to an organization. Ignoring the culture and carry out the adoption organizational strategies and structure it may lead the organization step in wrong direction. The organization culture resemble have great impact to the organizational development (OD). Organization culture is a social or organizational factor in OD. This is because the organizational culture consists of norms, values, management styles, organizational communication styles and so on. Therefore, understanding and managing the culture in an organization is important it can efficiently lead the organization to achieve the goals and successful.

Culture can be defined in many different ways; an easy definition of culture is a usual feature between different unities ( Smircich and Morgan, 1982: Smircich, 1983;Wilkins and Ouchi,1980). Culture also defined as is a connection between individual and group behaviour (Vygotski, 1978). This is because the concept of organizational culture is ‘embodied ‘in individuals, but the culture is shared by the group or unities (Leonte’v, 1978; Vygotski, 1978; Valler,2003; Miettinen and Virkunnen,2005). Schein (2004) said that theory of culture is the trend and pursue that one organization to develop the strategies to deal with their employees or to enhance the values, norms and belief of an organization (Schein, 2004). Furthermore, culture also is a personality or identity to the individual inside the organization (Schein, 2004). Culture can lead and force the behaviours of the member in the organization by the way of shared values, norms in the organization. Corporate culture can be affirmed as visible and invisible levels (Schein, 1990). Visible levels of the corporate culture are the external demonstration of the corporate inspection signs, such as the corporate stories, slogans, behaviours and corporate physical circumstances. The invisible levels of the corporate culture are the unexpressed values, beliefs, attitudes and perceptions of the member in the group. A visible level of culture is the characteristic to establish the behaviour in the organization (Deal and Kennedy, 1982). Therefore, by understanding of organizational culture and the types of cultural can help to managing the culture in the organization effectively.

A well and depth knowledge of culture can leads a successful OD, it included the understanding that culture depth in the field of the visible levels and invisible levels. In the past fact, there has many differ models of OD process have been suggested (Lewin,1951;Griener1967;Bell and Nadler,1979;Schein,1969;lippitetal,1958;white and wooten,1985). But most of the models are come from Lewin(1951) and develop on the three stages of unfreezing, change and refreezing. White and Wooten (1985) elaborated the three stages of unfreeze, change and refreeze into five-stage model. The five-stage model is included problem identification, data gathering, diagnosis, action planning and evaluation (White and Wooten, 1985). Luthans and Kreitner(1985) has suggested the five-stage behaviour management model and this models is compare to the five- stages of OD process developed by White and Wooten (1985).  Luthans and Kreitner five- stage behaviour management model included identify the key performance that related to the behaviour, measure the underline rate of behaviour gathering, functionally analyse to identify cues and consequences, intervene by changing cue and consequences and evaluating the bottom line improvement. OD is hard to define because the frontier is vague by the development of techniques and ways (Greiner and Cummings, 2005). Since 1980 the traditional fields of OD being declined, but the change and culture management areas in OD continued the interested of the business community to explore the OD fields (Armstrong, 2006). Furthermore, some take OD as those compulsory efforts that can make the better organizational work conditions for the aim to increasing the individual development and also enhancing the organizational manifestation (Porras and Robertson, 1992). OD is a ways and effort to improving and increasing the organizational performance by the way of leaning culture (Watkins and Golembiewski, 1995).