Improving Organizational Culture Name University Name LDR/535 Dr. R. Green February 21, 2022 Hello and thank you in advance for your time in regards to improving organizational culture. My name is Name and I will be presenting content suggested for my current employer, Hendrick Health. Again, thank you for your undivided attention. Introduction Hendrick Health’s Current Culture Change Management Plan: Kotter’s 8-Step Model Desired Outcome Alignment Analysis Conclusion (Gardner, n.d.) Improving Organizational Culture Organizational culture is the strategies that an enterprise uses to succeed in its operations. They comprise the strategies used to carry out operations, values, missions, and visions. Over time, the goals of the organization and values that workers uphold may change, necessitating the enhancement of the culture to align with the transformations. Additionally, the prevailing strategies may no longer be effective, necessitating changes (Yaremchuk, 2020). In such a situation, it is necessary to transform the organizational culture so that it is in tandem with significant factors such as the enterprise's mission, vision, and strategies. This essay examines Hendrick Health's organizational culture to determine the areas that need improvement. It uses Kotter's 8-step framework to incorporate the necessary changes and afterward outlines the desired outcomes of the change. It also scrutinizes the resulting alignment of the organizational culture with the organization's mission, vision, values, and strategies. Hendrick Health’s Current Culture Respecting diversity Encourages personnel to problem solve Prioritizes well-being of employees and patients Issues Increasing conflicts between employees Inadequate communication (Hendrick Health, 2021) Hendrick Health’s Current Culture Hendrick Health has a distinct organizational culture that steers its operations. Some of the core cultural practices that define it include respecting the diversity present in society by employing employees from different cultural affiliations and treating them all equally. The organization also encourages its personnel to be innovative by finding creative solutions to the problems that arise in the organization (Harrison et al., 2021). Additionally, the organization prioritizes the happiness of its employees and patients. It also believed in giving back to society. Despite the efficiency of Hendrick Health's culture, several shortcomings have been noted in the organization that necessitates changes in its current culture. For instance, cases of conflicts emerging between workers have increased significantly over the past few months. The conflicts are attributed to inadequate communication at all levels of the organization (Alghamdi, 2018). Therefore, it is necessary to improve the organizational culture by making effective communication part of it. Change Management Plan Kotter’s 8-Step Model Creating a Climate for ChangeStep 1Step 2Step 3Create a ...

1. Improving Organizational Culture
Name
University Name
LDR/535
Dr. R. Green
February 21, 2022
Hello and thank you in advance for your time in regards to
improving organizational culture. My name is Name and I will
be presenting content suggested for my current employer,
Hendrick Health. Again, thank you for your undivided attention.
Introduction
Hendrick Health’s Current Culture
Change Management Plan:
Kotter’s 8-Step Model
Desired Outcome
Alignment Analysis
Conclusion
(Gardner, n.d.)
Improving Organizational Culture
Organizational culture is the strategies that an enterprise uses to
succeed in its operations. They comprise the strategies used to
carry out operations, values, missions, and visions. Over time,

2. the goals of the organization and values that workers uphold
may change, necessitating the enhancement of the culture to
align with the transformations. Additionally, the prevailing
strategies may no longer be effective, necessitating changes
(Yaremchuk, 2020). In such a situation, it is necessary to
transform the organizational culture so that it is in tandem with
significant factors such as the enterprise's mission, vision, and
strategies. This essay examines Hendrick Health's
organizational culture to determine the areas that need
improvement. It uses Kotter's 8-step framework to incorporate
the necessary changes and afterward outlines the desired
outcomes of the change. It also scrutinizes the resulting
alignment of the organizational culture with the organization's
mission, vision, values, and strategies.
Hendrick Health’s Current Culture
Respecting diversity
Encourages personnel to problem solve
Prioritizes well-being of employees and patients
Issues
Increasing conflicts between employees
Inadequate communication
(Hendrick Health, 2021)
Hendrick Health’s Current Culture
Hendrick Health has a distinct organizational culture that steers
its operations. Some of the core cultural practices that define it
include respecting the diversity present in society by employing
employees from different cultural affiliations and treating them
all equally. The organization also encourages its personnel to be
innovative by finding creative solutions to the problems that
arise in the organization (Harrison et al., 2021). Additionally,
the organization prioritizes the happiness of its employees and
patients. It also believed in giving back to society. Despite the

3. efficiency of Hendrick Health's culture, several shortcomings
have been noted in the organization that necessitates changes in
its current culture. For instance, cases of conflicts emerging
between workers have increased significantly over the past few
months. The conflicts are attributed to inadequate
communication at all levels of the organization (Alghamdi,
2018). Therefore, it is necessary to improve the organizational
culture by making effective communication part of it.
Change Management Plan
Kotter’s 8-Step Model
Creating a Climate for ChangeStep 1Step 2Step 3Create an
awareness for the need to improve communicationIdentify the
group/team of personnel who acknowledge and desire the need
for changeStructure the change into a vision
Change Management Plan
It is necessary to create a change management plan that will
help transform Hendrick Health's culture to incorporate
effective communication. Kotter's 8-step model is the ideal
framework that provides eight steps to implement the desired
change. The first step in the plan will be creating awareness
about the need for the change, which is improving
communication in the organization (Harrison et al., 2021). The
process includes pointing out to all stakeholders the
consequences of ineffective communication and enlightening
them on the need to change the trend. The second step will be
identifying a group of individuals who realize the need for the
desired change. The selected team, which will contain
individuals who conceptualize the essentiality of effective
communication, will play a fundamental role in educating
individuals in the organization about the necessity for the
desired transformation and the impacts that it will have on the
enterprise. The third step is structuring the desired change into

4. a vision that the organization should strive to receive (Harrison
et al., 2021). Structuring the change into a vision that needs to
be accomplished will increase the chances of its being fulfilled
because the employees will perceive it as a goal they need to
accomplish.
Change Management Plan
Kotter’s 8-Step Model
Creating a Climate for ChangeStep 4Step 5Step 6Step 7Step
8Enlighten personnel about the visionEliminate barriers that
impede changeKeep moving forward by teaching personnel how
to communicate effectivelyOrganization enforces
changeReinforcing implemented change
The fourth step in Kotter's eight-step framework that will be
used to transform the organizational culture is to enlighten the
individuals in the organization about the newly created vision.
Letting them know about the vision is a significant initial step
geared towards its successful implementation (Yaremchuk,
2020). Afterward, the fifth step is eliminating any barriers that
will impede the change from being implemented. Eliminating
barriers is a significant step because it will simplify the process
of implementing change. The next essential step, six, is taking
small steps towards reaching the goal. For example, some of the
workers can be taught how to communicate effectively, and
their interactions observed to determine how the change impacts
the flow of work in the organization. Next, step seven, the
organization will focus on enforcing the change. The process
will include implementing the transformation fully in all
organization departments (Alghamdi, 2018). On the other hand,
the final step, eight, will be reinforcing the implemented
changes by encapsulating them as part of the organizational
culture.
Desired Outcome

5. Develop a culture of communicating effectively
Clear direction from leaders to employees
Leaders provide clear feedback when appraising employees
(Mason, 2020)
Desired Outcome
The desired outcome of the proposed change is that the
individuals in the organizations will develop a culture of
communicating effectively. For instance, the leaders in the
organization will provide clear directions to the employees on
what their roles are and whom they should report to (Yremchuk,
2020). Subsequently, they will give them detailed feedback on
how effectively they perform their roles to learn what changes
to make to improve their competency in performing their
designated tasks. This will ensure that all activities in the
organization run smoothly.
Alignment Analysis
Mission: To disseminate quality care through performance and
compassion
Vision: To Foster interconnection between the organization and
community
Strategies: Collaboration and Core Values
Aligns How? Effective communication
(Watts, 2016)
Alignment Analysis
The mission of Hendrick Health is to disseminate quality care
through exemplary performance and compassion. On the other
hand, the organization's vision is to foster interconnection that
makes those impacted by an organization, the community. The

6. strategies that the organization uses to achieve its vision and
mission include collaboration among its employees and core
values such as working efficiently (Yaremchuk, 2020). These
factors align with the change management plan in that it fosters
effective communications, which is vital to performing different
organizational functions effectively. For example, it facilitates
effective teamwork that aids in resolving complex
organizational processes.
Conclusion
Organizational culture contributes to effectiveness of employees
Use the change management plan that is effective for your
organization
Always evaluate changes for alignment with the mission, vision,
and strategies of the organization
(Blanche & Goff-Dupont, 2022)
Conclusion
Organizational culture is a significant factor that determines
how effectively processes are carried out in an enterprise. At
times it is necessary to make distinctive changes to change
organizational culture. It is vital to use effective change
management formulas,such as the Kotter 8-step model, during
such instances. It is also necessary to evaluate the outcomes of
the change process and determine how it will align with the
mission, vision, and strategies used in the organization.
References
Alghamdi, F. (2018). Total quality management and
organizational performance: A possible role of organizational
culture. International Journal of Business Administration, 9(4),
186-200.
Blanche, A. & Goff-Dupont, S. (2022). How to navigate your

7. coworkers’ communication styles.
https://www.atlassian.com/blog/teamwork/how-to-navigate-
diverse-communication-styles-at-work
Gardner, R. (n.d.). 12 types of organizational culture and HR’s
role in shaping it. https://www.aihr.com/blog/types-of-
organizational-culture/
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A.,
Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models
for change management, improvement and implementation
meet? A systematic review of the applications of change
management models in healthcare. Journal of Healthcare
Leadership, 13, 85.
References
Hendrick Health. (2021). Employee handbook.
https://static1.squarespace.com/static/5f4038c2df537a466c6cd4
de/t/60c241a14cc19f5743255668/1623343521531/Employee+Ha
ndbook_May2021Interactive.pdf
Mason, S. (2020). The art of effective communication.
https://walton.uark.edu/insights/the-art-of-effective-
communication.php
Watts, M. (2016). 5 keys of effective communication in the
workplace. https://www.independenceplus.com/5-keys-of-
effective-communication-in-the-workplace/
Yaremchuk, N. (2020). Organizational culture as a fundamental
factor in improving competitiveness of an enterprise. Annali
d'Italia.-Italy: Florence, 2020.-№ 10.-Vоl. 4.-Р. 66-71.