There might be an involvement of counter productivity for the business attempting the change of culture if the key staff members will have a sense of discomfort or alienation within the culture desired. Finally, with the movement towards increased utilization of technology, there lies a tendency of pushing business organizations to the adoption of role culture. This type of culture is in association with protocols and procedures in the organization (Eminoglu 2013).
In order to develop and change cultures, policies play a crucial role among the culture and have a strong impact on the performance of work. There lies a huge perception that there must be careful agreement and formulation, with the consultation of full staff. Even in the absence of proactive intervention, there is a change of organizational culture with time as there is a growth and progress of the business organizations (Ford and Green 2013). When found first, the organization holds the tendency of revolving across the vision and the founder.
Considering the framework of organizational culture by Denison, there is a need for understanding four different attributes for being effective in the development of organizational culture. These are involvement, mission, adaptability and consistency. Effective business help in empowering the people, building the business organization across the teams, and developing the capability of human at each and every level when considering the factor of involvement (Griffiths 2010).
Organizations also hold the tendency of being effective as there is an involvement of strong culture where there is an involvement of higher consistency, well-coordination and well- integration. Behaviour has roots with a combination of core values, and the followers and leaders are highly skilful to reach an agreement even when there is diversification of perception when considering the factor of consistency (Koustelios 2013).
There can often be an odd link between external adaptation and internal integration. Organizations with adaptability can be driven by the customers, while learning and taking risks, with the experience and capability underneath for the creation of change. Finally, successful organizations are known to be having a clear perception on the direction and purpose defining strategic objectives and organization, while expressing a vision of how one must be looking beyond in the future (Macey 2013).