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Learning and behaviour: addressing the culture change conundrum: part one

机译：学习与行为：解决文化变革难题：第一部分

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Purpose - Calls for culture change often result from a desire to change certain behaviours. The purpose of this paper is to summarise some key findings of a five-year investigation into quicker and more affordable routes to creating high-performance organisations. It suggests a practical and cost-effective way of quickly changing the behaviour of key work-groups independently of corporate culture which integrates working and learning and simultaneously achieves multiple corporate objectives. Design/methodology/approach - A programme of critical success factor, "issue" and other surveys was complemented with a five-year evaluation of more recent case studies to understand early adoptions of performance support and to assess their results and implications. The applications examined were discussed with the relevant technical architect and the results obtained corroborated with commissioner/user performance data and/or documented assessments/reactions. Findings - The use of performance support which can integrate learning and working represents an affordable way of changing the behaviour of particular and front-line work-groups independently of corporate culture. Changing a culture defined in terms of deeply held attitudes, values and beliefs is problematic, but required changes of behaviour can often be quickly accomplished using performance support, which can also address particular problems and deliver benefits for multiple stakeholders. Practical implications - Culture change is neither necessary nor desirable where there are quicker, practical and affordable ways of altering behaviours while organisational cultures remain unchanged. It might also be problematic in organisations that need to embrace a diversity of cultures and encourage a variety of approaches and behaviours across different functions and business units. One can avoid certain general, expensive, time consuming and disruptive corporate programmes in an area such as culture change and adopt a quick, focused and cost-effective alternative that can quickly deliver multiple benefits for people and organisations. Originality/value - This paper summarises the main findings of an investigation that has identified deficiencies of contemporary responses to a requirement to change certain behaviours that involve seeking to change a corporate culture and questions their practicality, desirability, time-scale and affordability. It presents and evidence-based alternative approach that is more affordable and can more quickly deliver changes of behaviour required and ensure compliance with relevant laws, regulations, policies and codes.
机译：目的-要求改变文化的呼声通常源于对某些行为的渴望。本文的目的是总结为期5年的调查的一些主要发现，这些调查涉及创建高性能组织的更快，更实惠的途径。它提出了一种实用且经济高效的方法，可以独立于公司文化而快速地更改关键工作组的行为，该方法将工作与学习结合在一起，并同时实现了多个公司目标。设计/方法/方法-关键成功因素，“问题”和其他调查的计划与对最近案例研究的五年评估相辅相成，以了解绩效支持的早期采用并评估其结果和含义。与相关技术架构师讨论了所检查的应用程序，并获得了专员/用户性能数据和/或书面评估/反应所证实的结果。调查结果-绩效支持的使用可以整合学习和工作，这是一种独立于公司文化而改变特定和一线工作组的行为的负担得起的方法。改变以根深蒂固的态度，价值观和信念定义的文化是有问题的，但是使用绩效支持通常可以快速完成所需的行为更改，这也可以解决特定问题并为多个利益相关者带来好处。实际意义-在组织文化保持不变的情况下，如果有更快，实用和负担得起的方式来改变行为，则文化变革既不是必需的也不是理想的。在需要接受多种文化并鼓励跨不同职能和业务部门采取多种方法和行为的组织中，这也可能会带来问题。在文化变革等领域，人们可以避免某些通用的，昂贵的，耗时的和破坏性的公司计划，而采用一种快速，专注且具有成本效益的替代方案，可以迅速为人员和组织带来多种收益。原创性/价值-本文总结了一项调查的主要发现，该调查发现了当代对改变某些行为（包括寻求改变企业文化）的要求的回应的不足，并对它们的实用性，可取性，时间规模和可承受性提出了质疑。它提出了一种基于证据的替代方法，该方法更加经济实惠，可以更快地提供所需的行为更改，并确保遵守相关法律，法规，政策和法规。

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