P/M/44. Organisational culture change.

Conclusion: This essay has attempted addressing the three initial questions; answered the first and second questions by giving a brief account of cultural changes within organisations. Used relevant examples from the beginning of the organisation or corporate culture, using Peters and WatermanŒs theories. It linked it all with the more traditional academic disciplines and used the ´excellent companyŽ notion. It then focused on the reasons behind corporate culture changes programs, again using mainly positive examples successful companies that represent what good comes from these changes. Used anecdotal evidence with a personal account of organisational culture changes that were experienced ´first handŽ by the writer of the essay working for a big organisation in the UK . The mainstream approach and the critical approach were also used. A mention also to the concept of HRM and SHRM as a modern management tool to implement and see through culture changes. To finally conclude in the last section, with arguments pro and against corporate culture changes. At the end of this essay we can conclude that corporate culture is probably a positive thing, as it motivates people and can transform a boring 9 to 5 job to something with a little more meaning added to it. Cultural changes can sometimes be very positive and meaningful, but there are also a lot of examples to say completely the opposite, for many sorts of different reasons and motivations behind.