Managing Change in Business Essay examples - 1798 Words.
Transforming Culture in Financial Services Foreword Culture in financial services is widely accepted as a key root cause of the major conduct failings that have occurred within the industry in recent history, causing harm to both consumers and markets. For markets to work and firms to be successful, it is critical that they are seen as trustworthy.
Culture Change is the name of the national movement focusing on person-centered care. This movement is dedicated to transforming the old, institutional philosophies and models of long-term care into one that practices person-centered care and embraces person-centered living.
At CCL, our organizational culture change and leadership approach is holistic, and our expertise is rooted in rigorous research. With 50 years of experience in the field, we go deeper than other management and leadership development companies so cultural transformation is sustainable for the long term.
Materialism is a culture pertaining to dominance, and acquisition of things versus a culture which is conducive to people and their feelings and the quality of life. Time orientation involves short term goals that emphasize value orientation towards the present and long term goals, which look into the future, like saving and persistence.
Executives must support cultural change in ways beyond verbal assent. They must show support for cultural change by changing their own behaviors. Provide Training. Culture change depends on behavior and belief change. Members of the organization must clearly understand what is expected of them and how to actually do the new behaviors.
Acculturation, the processes of change in artifacts, customs, and beliefs that result from the contact of two or more cultures.The term is also used to refer to the results of such changes. Two major types of acculturation, incorporation and directed change, may be distinguished on the basis of the conditions under which cultural contact and change take place.
Cultural change, although challenging and time-consuming, is not only possible but necessary—especially in organizations in which stakeholders use the word “culture” as a rhetorical talisman to block leadership initiatives, stifle innovation, and maintain the status quo.