A test of relationship between organizational culture and organizational readiness for change in a Philippine-based manpower outsourcing cooperative

• Main Author: Bordador, Maria Ysabel B.
• Format: text
• Language: English
• Published: Animo Repository 2016
• Subjects: Corporate culture; Organizational change; Organizational Behavior and Theory
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/5047
• Institution: De La Salle University

This paper looked into the influence of organizational culture, among other organizational factors, to change readiness. This paper identified the prevalent culture and the level of readiness of each organizational unit with focus on full time regular and probationary employees of Paramount Human Resource Manpower Cooperative (PHRMC), a Philippine-based outsourcing cooperative-an industry that is believed to be not extensively studied. By assessing the relationship of organizational culture and readiness to change, the organization may be given the necessary guidance to permit them to deal with rapid and radical changes. The correlational study was anchored on the Denison Model of Cultural Traits. It tested the correlation of these variables using the survey instruments Organizational Culture Survey (OCS) by Dr. Daniel Denison (2012) and Organizational Change Readiness Belief Scale (OCRBS) by Dr. Achilles A. Armenakis et al (2007). Given the findings, this researcher establishes and ascertains organizational culture a potentially strong influence to organizational readiness for change as supported by the analysis of statistical data. Truly, the unique attributes of the organization, particularly its culture directs people to practice and observe pattern of behaviors and responses which determines their capacity to support change. The beliefs and assumptions about things such as the company, leaders, coworkers, customers, and competitors and the behaviors they drive, ultimately molds the culture of the organization. Understanding the uniqueness and diversity of today's workforce, it is also essentially significant to see the link of organizational culture to discrepancy, appropriateness, efficacy, principal support and valence which are all fundamental components of change readiness for it ensures a solid backbone in achieving success in the application of change initiatives.