Analysis of Hewlett-Packard’s Institutionalizing Structural Change
Institutionalizing Structural Change, Organizational change is difficult and challenging. However, once the change has been made and it is successful, there is one last step that is needed, which is institutionalizing the change. According to Fernandez and Rainey (2006), this is where employees learn and establish new behaviors and leaders institutionalize them so that new patterns of behavior become the norm. This has also been referred to by Cummings and Worley (2009) as refreezing from Lewin’s three stage change model where refreezing is to make the new practice routine. Therefore, institutionalization is an important part of any change program to maintain longer term success. An example of an organization that has institutionalized structural change within their organization is Hewlett-Packard.
Institutionalization Framework
According to Cummings and Worley (2009) there is an institutionalization framework that will affect an organization success in change programs. First there are the organizations characteristics and the intervention characteristics. These two factors then influence the institutionaliza…
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… 1939. Therefore, they are a great example of how culture and reward systems fit into the institutionalization frame work and success of intervention (Cummings & Worely, 2009). Accordingly, it is important to not only understand the institutionalization framework, but also the organization’s culture and how it will affect an intervention. In Hewlett-Packard’s case, they have a very strong culture of individualism and teamwork that had to be considered when initiating new interventions so that they would be accepted and institutionalized.
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