Processes of culture change in organisations : the contribution of an external facilitator
Abstract
This thesis explores processes of organisational and culture change as experienced
by an external consultant/facilitator. Through a reflexive inquiry into my own
experience of how change happens, I have come to challenge taken-for-granted
assumptions about organisations as 'systems' where change is 'driven' by
leadership or project teams. I am suggesting that 'organisations' are people in
conversation and that change happens because individuals participate actively in
organisational conversations and act courageously into unknown and risky
situations.
The mainstream systemic perspective on 'organisational culture' is that it is a 'thing'
with causal 'power'. I am arguing against this and present a process perspective of
organisational culture, where culture is understood as the continuously changing
configuration of interweaving themes organising the experience of people who
participate in the social processes of being an organisation. Culture change is then
changes in organising themes. Change occurs through the actions of individuals
with each action having the potential to shift or maintain organising themes.
I carefully explored the difference in the kinds of constraints experienced by internalpermanent
and external-temporary members of organisations and came to the
conclusion that the 'internal' Vexternal' distinction is a false dichotomy. Externals
(like internals) are constrained through their interdependence - they are not free to
do whatever they want. This leads to a re-consideration of the 'contribution' of an
external. I am arguing that externals and internals make a contribution to processes
of organisational and cultural change when they participate actively in political
processes of inclusion/exclusion. I conclude by suggesting that it might be possible
to facilitate cultural and organisational change through processes of persuasion and
offer a process perspective on persuasion through sensemaking (as opposed to
mainstream perspectives on persuasion that is based on a sender-receiver model of
communication).
This thesis is the 'result' of a personal journey of change in practice and identity
which leads me to argue that change happens through planned, formal, legitimate
'events' as well as through informal everyday activities (doing, thinking and talking). I
am arguing that it is important for practitioners to pay attention to their participation
in the organisational processes of 'going on together'.
Publication date
2005Published version
https://doi.org/10.18745/th.14232https://doi.org/10.18745/th.14232