This document discusses approaches to measuring organizational culture effectiveness. It describes the system resource approach, internal process approach, goal approach, constituency approach, and domain approach. It also discusses features of organizational culture change, including that changes can result from internal and external pressures and may affect people, structure, and technology. Finally, it outlines the stages of organizational change processes, including unfreezing, implementing, and refreezing.

1. Presented by :-
Mehul Rasadiya
K .K PAREKH INSTITUTE OF MANAGEMENT STUDIES.

2. 1.FREDERICK TAYLOR
2.HENRI FAYOL
3.ELTON MAYO
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3. EFFECTIVENESS WAS DETERMINED BY FACTORS
SUCH AS PRODUCTION MAXIMIZATION, COST
MINIMALIZATION, TECHNOLOGICAL
EXCELLENCE, Etc.
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4. EFFECTIVENESS IS A FUNCTION OF CLEAR
AUTHORITY AND DISCIPLINE WITHIN AN
ORGANIZATION
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5. EFFECTIVENESS IS A FUNCTION OF
PRODUCTIVITY RESULTING FROM
EMPLOYEE SATISFACTION
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6. INTRODUCTION OF ORGANISATION
CULTURE EFFECTIVENESS
In today’s business world, most of the organizations
are facing a dynamic &
changing environment effectiveness. They should
either change or die, there is no third alternative.
Organizations that learn & cope with change will
florish & others who fail to do so will be wiped out.
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7. MEETING ORGANIZATIONAL OBJECTIVES AND
PRVAILING SOCIETAL EXPECTATIONS IN THE
NEAR FUTURE, ADAPTING AND DEVELOPING IN
THE INTERMEDIATE FUTURE, AND SURVIVING
IN THE DISTANT FUTURE.
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8. APPROACHES TO MEASURING ORGANIZATIONAL
CULTURE EFFECTIVENESS
System Resource Approach:
Internal Process Approach:
Goal Approach:
Constituency Approach:
Domain Approach:
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9. Flow Charts of Approaches to
Organizational Culture Effectiveness
INPUTS TRANSFORMATION OUTPUTS
SYSTEM RESOURCE APPROACH GOAL APPROACH
INTERNAL PROCESS APPROACH
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10. Organizational Culture
effectiveness
Substantive modification in some part of the organization;
It may include any aspect in the organization:
- Work schedules;
- Bases for departmentalization;
- Span of management;
- Organizational design;
- Staff.
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11. FEATURES OF ORGANISATION CULTURE CHANGE
effectiveness
Changes results from the pressure of both internal &
external forces in the organization.
Change in any part of the organization
Change may affect people , structure , technology.
Change may be reactive or proactive.
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12. Types of organizational CULTURW
change
There are two main types of a change:
- Planned change. It is designed and implemented
in an orderly and timely fashion in anticipation of
future events;
- Reactive change. It is a respond to circumstances
as they develop.
- Technological changes;
- Behavioral changes;
- Innovations.
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13. organizational change process
According to Kurt Lewin, there are three
stages in change process:
- Unfreezing;
- Implementing;
- Refreezing.
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14. REFREEZING
Desired
Conditions
IMPLEMENTING
Driving
Forces
UNFREEZING
Driving
Current Forces
Conditions
Driving
Forces
Before During After
Change Change Change
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15. Stages in ORGANIZATIONAL
change process
Unfreezing means that people who will be affected by
change should understand why change is necessary;
Implementation is next stage.
Refreezing involves reinforcing and supporting the
change.
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16. Steps in change process
Recognition the need for change;
Establishment of goals for change;
Diagnosis of relevant variables;
Selection of appropriate change techniques;
Planning for implementation of the change;
Actual implementation;
Evaluation
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17. Mehul

18. Conclusion
AT LAST THE CONCLUSION IS TO MADE AS
CHANGE CAN FORCED ON AN
ORGANISATION MAY CHANGE IN RESPONSE
TO THE ENVIRONMENT.
“AS WE ADAPT WEATHER CHANGES TO
SURVIVE IN THE SAME WAY ORGANISATION
ADAPT CHANGES TO SURVIVE”.
Mehul

19. Mehul