Changing Organizational Culture through Constructive Confrontation of Values

Abstract

Effective organizational performance necessitat changes in organizational culture. The challenge exists in seeking productive means of providing managed change of organizational culture. The approach to guided change of organizational culture through constructive confrontation between the desired organizational values and available values of employees based on measurable results is suggested. Organizational culture change is realized due to: determination of desired organizational values; formation of employee tasks inducing individual behavior corresponding with desired organizational values; execution of manageable constructive confrontation of values; evaluation of the confrontation state through measuring task performance. Confrontation management uses results of measuring internalization of values by employees and different mechanisms of facilitation and stimulation of overcoming resistance to change. Effectiveness of changing organizational culture is determined based on measuring current states of internalization of desired organizational values.

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