Abstract
This paper investigates the role of culture in an organization’s structure and design in facilitating successful change initiatives. Drawing on systems thinking principles, the structure and culture of an organization impact stakeholders and significantly influence the organization’s performance and adaptability. Dysfunctional or missing subsystems can lead to organizational stress, poor morale, and resistance to change. Effective organizational design requires a holistic approach that deeply considers the interconnectedness of various components, external and internal stakeholders, and drivers, including leadership, departments, and individual roles, all comprising the organizational culture. This interconnectedness underscores the complexity and depth of the organizational design process. Organizations can create a supportive culture that nourishes innovation, efficiency, and long-term sustainability by aligning the organizational structure with the strategic goals and understanding and considering the impact of changes on the organization’s stakeholders.
Presenters
Claudia SantinEmeritus Professor of Business and Leadership, College of Business, Concordia University Chicago, Illinois, United States
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
The Value of Culture and the Demand of Change
KEYWORDS
Organizational culture, Organizational design, Change management, Systems thinking, Sustainability
