The Change Process and Organizational Culture

Topic: Management
Words: 312 Pages: 1

The change process is, in most instances, affected by organizational culture, which makes it a scary encounter. However, change is always inevitable at work and in a confidential environment. Corporate culture should enhance creativity, collaboration, and innovation to make the process easier (Mueller-Eberstein, 2012). Employees are usually engulfed by negative feelings whenever they encounter change. During this time, an employee will likely be discouraged from work due to the frustrations and stress involved (Clarke, 2010). As managers, it is our responsibility to help our workers cope with such emotional changes. This can be done by adequately understanding the emotional transformations accompanying transitions and ensuring proper communication.

Reflecting on my experiences, I always embrace and welcome desirable changes despite the challenges that might be involved. Bearing in mind that change is, in many cases, inevitable, I usually like new things with the realization that the shift will too not last for long. It is always clear that whenever the organization introduces me to new changes, it is for a particular reason. Therefore, the quicker I adapt to the newly introduced norms, the faster I can help my peers and coworkers.

Banking sectors commonly experience constant changes to align with federal legislation. Changes are typically introduced weekly, with the recent one being how we open accounts. Before the change, clients could open an account from any location within 5-30 minutes, depending on the type needed. However, this has now changed by increasing the contact time with the customer to at least 30 minutes. This is done to sell more products and ensure a full explanation of the critical issues involved (Carpenter et al., 2010). Although the change seems simple and desirable to me, most of my coworkers struggle to adapt to the modification. Therefore, the administration is not helpful and tends to hinder the change process as they fail to understand the desired course.


Carpenter, M. A., Bauer, T., Erdogan, B., & Short, J. (2010). Principles of management. Flatworld Knowledge.

Clarke, J. (2010). TEDxPerth – Jason Clarke – Embracing Change. Web.

Mueller-Eberstein, M. (2012). Lead and be the change: Mark Mueller-Eberstein at TEDxRainier. Web.

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