Given the fact that the resistance to change is usually a strong one in most companies, intensified efforts are required in order to change corporate culture. Although the company's leader is the main factor that influences this process, change can only be implemented with the support of employees in each company.
The network of power is probably the most important factor that leaders must address when trying to implement organizational change. This means that leaders must identify the power poles in the organization and identify their intentions and motivations. Furthermore, they must analyze the behavior of these power poles and their area of influence. Based on the facts revealed by this analysis, leaders must develop the negotiation process. This is because the individuals holding the power within the company must be persuaded in supporting the organizational change process.
The negotiation process in this case is probably the most important activity that influences the success of the organizational change process. This process often takes the form of exchange of favors, obstructionism, and coalitions (Ratzburg, 2011). This is also the most difficult part of the change process. This is because power holders within the company are obviously satisfied with the corporate culture in case. They probably see no reason in modifying it. Therefore, the leader must focus on reaching its objectives while influencing the individuals that control most of the company.
Power usually has an individual dimension, but it achieved...
Power within companies and other types of organizations determines a series of relationships that influence each other and that are difficult to modify by external factors. Such processes are similar in private companies and in politics. This approach, if understood correctly, helps leaders achieve their objectives within their organizations, especially within large companies. Leaders must understand that in order to change something within the organization, it is important to change the mechanism that influences it. For example, practices at employee level should not be changed by directly addressing employees, but by addressing their team manager, and the superior of that manager, until identifying the most important source of power within the company. This is intended to increase the efficiency of change management strategies. As numerous specialists have observed, politics tends to influence most aspects within the company. This means these aspects must also be managed by using strategies intended to influence the political system within the company.
Reference list:
1. Clement, R. (1994). Culture, Leadership, and Power: The Keys to Organizational Change. Business Horizons. Retrieved March 4, 2011 from http://findarticles.com/p/articles/mi_m1038/is_n1_v37/ai_14922916/pg_7/?tag=content;col1.
2. Ratzburg, W. (2011). Defining Organizational Politics. Retrieved March 4, 2011 from http://web.archive.org/web/20080216010425/http://www.geocities.com/Athens/Forum/1650/htmlpolitc01.html.
