When an organization is not able to possess a healthy culture or needs some type of change in organizational change, the process of change can be devastating. One main reason behind this is that such changes are difficult to adopt all of a sudden (LaMarsh 2005). This is so because organizational structures and organizational cultures are embedded together. They often help in reflecting an imprint of previous success in an adequate manner exhibiting considerable degrees of inertia. Cultural change may be important for reducing turnover of employee, influencing behavior of employee, and also influences the organizational goals. This is so because at times organizational change brings amendments in the goals and objectives itself (Bridges 2003). Employees working on the achievement of organizational tend to get diverted from what they were doing. Changing paths becomes a difficult job. Culture has a huge influence on outcomes of business in several ways. Companies initiating high level of performance consider culture as a mode to enable achievement of organizational goals and objectives.
The impact of culture on performance and achievement of goals and objectives is dependent on acceptance of key beliefs and values within an organization. It also has been seen to get influenced by satisfaction of job and engagement of employees within the organization (Bridges 2003). Organizational performance lays emphasis on performance of tasks appointed to employees or member of an organization. At the level of organization, individual effectiveness of performance helps in manifesting itself in the design of group effectiveness and interpersonal effectiveness. At the level of individuals, personal effectiveness of helps in promoting well-being and happiness.
There are two main problems that an organization might face in initiating cultural change. This involves pushing the organization towards a different direction, and preventing the organizational culture from being changed (Austin 2007). The first problem is considered as the driving problem, and the second problem is considered as the restraining problem. When the driving problem is tend to be stronger than the restraining problem, cultural change takes place. This will help the organization in moving towards a new direction. However, when the restraining problem is stronger than the driving problem, organization will not be able to change its culture and it will revert back to where it was. Also, if both the problems are equally powerful, it will help in stabilizing the change.