Explain the three ways that organizational culture can serve as a hindrance. Include ways to overcome the hindrances.

Question

What will be an ideal response?

Answer 1

Change hindrances are cultural obstacles that impede progress and make it
difficult for the organization to adapt to different situations. Examples of change
hindrances are ineffective communication with employees, unclear processes and
procedures, disorganized leadership, failure to involve employees, and inadequate
resources. For managers to effectively implement change, such as introducing a new
system or restructuring a team, they need to minimize resistance by communicating
clear objectives, engaging their employees in decision-making, equipping them with the
necessary resources to support the change, and keeping them fully informed about how
and why the change is taking place. Diversity hindrances are cultural obstacles that limit
the range of employee demographics in organizations. Diversity can span a wide range
of areas including age/generation, race/ethnicity, gender, and ability. Many of today’s
organizations cultivate a diverse workforce because of the benefits diversity can bring.
However, despite the trend toward creating a more diverse workplace, many managers
must overcome cultural (and other) obstacles to achieve it. Organizations with strong
cultures still tend to select the same types of employees, who are perceived to best fit
the culture. Organizations that work hard to overcome diversity hindrances and
recognize the value of differences are more likely to have a rich, varied, and productive
workforce. Mergers and acquisitions hindrances are cultural obstacles that make it
difficult for two organizations to join together. To break down these cultural barriers,
managers in both organizations need to adopt cultural initiatives, which include
promoting open communication with and among employees, providing a forum for
questions and concerns, and engaging employees in major decisions.