BUSI 620: Literature Review Annotated Bibliography
Shaping Culture and Change of the Organization: Annotated Bibliography
Exode Jean Jacques
School of Business, MBA, Liberty University,
Spring 2023.
References
Arena, M., Hines, S., & Golden III, J. (2023). The three Cs for cultivating an organizational culture
in a hybrid world. Organizational Dynamics, 100958.
For years, our understanding of corporate culture wasn’t limitless even though it is essential for
assuring growth, staff retention, and stock price increase for example. Thus, with the challenges
nowadays, cultural transformation is difficult in this hybrid world with the majority of workers
still devoting the bulk of their time to small work teams, and team members are most likely
geographically separated. These staff contacts are crucial for conveying and modeling the norms
and behaviors required to foster the desired culture. Yet, even in a hybrid situation, combining
behavioral data with organizational network analysis helps to overcome these limits and gives a
better knowledge of the employee’s cultural experience. Eventually, this study, based on its
BUSI 620: Literature Review Annotated Bibliography 2
findings with 10 crucial factors to an organization’s culture from more than 50,000 workers
throughout three years had been analyzed meticulously. As a result, they reconstructed the
employment network based on main interactions using passive data. Finally, they uncovered
three crucial cultural trends that will aid in a more in-depth evaluation of culture in a hybrid
environment and, more significantly, in the identification of locally implementable solutions in
terms of shaping culture and change of the organization. Overall, the study demonstrated that
corporate culture clusters in the employee network are infectious and reliant on context, and it
concluded with practical implications for leaders implementing these findings in their
organizations.
Arnaboldi, M., & Diaz Lema, M. L. (2022). Shaping cultural participation through social media.
Financial Accountability & Management, 38(2), 299-321.
In this new IT evolution world, social media has provided a platform for the public sector to
adopt a user-orientation paradigm, which has gained traction in a more transparent and
participatory environment. Yet, there has been a lot of research on the possibilities and results
of this digital technology, but almost none on the intricacy of putting it into practice. While
going through this research, we uncovered a possible link related to our research as they used a
case study approach, focusing on three museums in Italy, to investigate how social media
strategy is formed and put into action through normal operations and impacted the
organization functions deeply. Since cultural engagement and the importance of social media in
reaching new audiences, museums offer a fertile ground for this kind of study. Research shows
that the tension between authoritative and democratic voices has resulted in significant shifts in
practice, impacting praxes and practitioner skills and altering tactics developed around the
BUSI 620: Literature Review Annotated Bibliography 3
user's approach. Such research will pave the way for additional studies to examine the
correlation between a user's (traditional) physical experience on social media and the degree of
democracy in user engagement by revealing an emergent heterogeneity that is mapped along
social media practices, the various associations linked to the praxes and the impact
measurement in the organizational change that we are investigating on.
Chatterjee, I., Cornelissen, J., & Wincent, J. (2021). Social entrepreneurship and values work:
The role of practices in shaping values and negotiating change. Journal of Business
Venturing, 36(1), 106064.
By following the founder of the nonprofit Barefoot College over time, this study was able to
examine how she dealt with internal conflicts as she worked to improve gender equality and
bring about social change within the organization. Because research on social entrepreneurship
has shown the relevance of values in leading transformational change, very few studies have
looked at the mechanisms of leading with values to effect social transformation. Throughout
this study, the finding was that the social entrepreneur was actively working to improve the
community's values by understanding and performing value-laden actions. Thus, we will use
this study to demonstrate another way to strengthen the organizational change process with an
approach linked to work values and long-term social change based on our value augmentation
model, which describes a process that strengthens and reinforces existing societal values rather
than attempting to replace them.
Church, A. H., & Burke, W. W. (2017). Four trends shaping the future of organizations and
organization development. OD Practitioner, 49(3), 14-22.
BUSI 620: Literature Review Annotated Bibliography 4
This study focuses on the change evolution as a constant phenom. For instance, by collecting
different data from decades of change movement within the organization, they advised that
it is a cliché these days to start an organizational development article with a
statement that organizations are in a constant and/or increasing state of rapid
change. But that is because it is true. Organizations are experiencing change at rates
we have never seen before. The best analogy today might be Moore’s Law from the
world of semiconductors. It is the assertion that advancements in technology double
every 18–24 months. In the context of organizational change, the article urges that since
the rate and complexity of change and the implications of those changes are
accelerating at a similarly exponential pace, we are to move cautiously. we will be using
such a study will help us to assess what matters to companies today that can quickly
shift tomorrow. Because much of this change is being driven either directly or
indirectly by advancements in technology.
Daft, R. L., & Marcic, D. (2022). Understanding management. Cengage Learning.
The textbook includes explanations of important terms that help comprehend what an
organization entails via descriptive examples of diverse organizations with successful histories,
as opposed to snapshots of successful histories in reality. The text will give helpful knowledge
about organizational behavior and the business environment. With the advanced knowledge
provided by the textbook, I can apply critical thinking to potential modernizations of buildings
and do more study. This publication will be valuable for its concise descriptions of organizational
structures and the communication styles required for each structure. This will be cited in the
textbook to support the information on key keywords required to link concepts and journal
articles.
BUSI 620: Literature Review Annotated Bibliography 5
Dubey, R., Gunasekaran, A., Childe, S. J., Papadopoulos, T., Hazen, B., Giannakis, M., & Roubaud,
D. (2017). Examining the effect of external pressures and organizational culture on
shaping performance measurement systems (PMS) for sustainability benchmarking:
Some empirical findings. International Journal of Production
Economics, 193, 63-76.
As we are to be working on the process of shaping culture and changing the organizational
process, we uncovered the unprecedented race on the market for businesses searching for
sustainability. It is quite normal as gradually; the industry is recognizing the value of
sustainability benchmarking. Yet, despite its growing popularity, this study is a plus as there has
been little study that uses theory to understand businesses' intentions to construct
performance measurement systems for sustainability benchmarking. In this research, the
author looked at how institutional forces pushed firms to modify their performance
measurement (PMS) for sustainability benchmarking and how corporate culture moderates
such impacts. Overall, from the viewpoint of practitioners, the research offers theory-driven and
empirically proven assistance for managers to understand the impact of external constraints
and the role of organizational structure on PMS for sustainability benchmarking. Potentially,
that is a good fit for that purpose.
Greeven, C., & Williams, S. (2017). Enterprise collaboration systems: addressing adoption
challenges and the shaping of sociotechnical systems. International Journal of
Information Systems and Project Management, 5(1), 5-23.
While working on organizational change by shaping its culture, challenges should come up and
form the most resistant spiral that should be overcome. Necessarily, there should be
BUSI 620: Literature Review Annotated Bibliography 6
tremendous resources to be used for that purpose. Therefore, discovering this study brought
some relief as we can rely on it to guide our path through that process. Because, it discusses the
adoption issues businesses face while implementing enterprise collaboration systems (ECS) and
the solutions,
i.e. activities, that may be performed to overcome these obstacles. In essence, it offers an
overview of the vast array of ECS adoption difficulties and metrics and establishes the
theoretical and analytical groundwork for our research on the formation of such complex
sociotechnical systems. In a nutshell, based on this study's findings, research imperatives are
offered, including the need to investigate ECS across numerous periods and contexts for a better
implementation of our process. And, as part of our broader, interdisciplinary research program
that focuses on the application of corporate collaboration technologies in the growing digital
workplace, these topics were investigated in more detail as well.
Jantzer, M., Nentwig, G., Deininger, C., Michl, T., Jantzer, M., Nentwig, G., ... & Michl, T. (2020).
Shaping the Work Organization. The Art of Engineering Leadership: Compelling Concepts
and Successful Practice, 117-132.
As we think about working on this paper, we foresee the necessity of engineering leadership
that will be useful for a smooth implementation of change in the organization. Thus, we
encountered a book that will be useful as it treated different components related to our topic.
While working on the book, they consulted a wide range of scholarly works on the topic of
engineering leadership as they developed the curriculum for developing future leaders.
Unfortunately, they couldn’t provide a conclusive response to the question, "How to produce a
competent engineering leader?" at this time. Having received such an astounding reaction and
BUSI 620: Literature Review Annotated Bibliography 7
such universally wonderful comments from the participants, they were inspired to put together
this book. It's a record of what works in leadership. It's meant to inspire more deliberate efforts
to form authoritative positions. They started with the examination of the motivation behind and
the goals of this organizational structure. They talked about the units' overarching goals and
how they helped advance the war effort. Such a study is a good fit for our research as it is used
to outline how to use innovations to ensure the company's long-term success by creating new
avenues of growth.
Jung, D. (2021). How Does Crisis Shape Cultural Policy?-Changing Cultural Policy response
during the COVID-19 Era. 2021, 183-229.
The basic goal of organizational change implementation is to focus on how to assist workers
with enhancing some active component of their performance or the knowledge they need to
continue contributing to the firm. Necessarily, conflicts will arise for sure. Therefore, this study
will be a good help as it categorizes the function of a modern national government in cultural
policy by country and examines how the direction and characteristics of each nation's cultural
policy have shifted since the COVID-19 crisis. In addition, it categorizes and evaluates three
nations. Depending on the level of intervention in national cultural policy and the direction of
cultural policy, France, the United Kingdom, and the United States all have high cultural
competency. Then, by comparing the cultural policies of each nation before and after COVID-19,
the differences and similarities between nations in terms of the role of the government and the
direction of cultural policy can be determined. In light of global trends, the cultural policies of
the three countries before COVID-19 appeared comparable (decentralization, 4th industrial
revolution-digitalization, measurement of the economic value of art, etc.) in this regard, this
BUSI 620: Literature Review Annotated Bibliography 8
study will provide additional tools to address arisen crisis throughout the organization when
implementing the required change that will shape it for better results.
Kofler, I., Innerhofer, E., Marcher, A., Gruber, M., Pechlaner, H., Kofler, I., ... & Pechlaner, H.
(2020). Shaping the Future Organization of Work and Life. The Future of High-Skilled
Workers: Regional Problems and Global Challenges, 45-57.
Shaping the culture and change of the organization is a demanding task. Once implemented, it
transforms the future structure of the work and life of highly trained people, including the
significance of work-life balance, the organization of work, and the notion of democratic
organization. This study examines why a work-life balance is becoming an increasingly
significant aspect for highly trained individuals, how work is structured in contemporary
companies, and the relationship between a work-life balance, the flexibility of work, and the
concept of democratic organizations. For instance, the author tries to analyze career chances,
and the findings indicate that work-life balance and flexibility are more desired by future talent.
Although workplace flexibility may have detrimental effects on work-life balance, democratically
constituted firms can mostly absorb these negative effects. Based on this study, we believe a
tremendous gain is available for the project.
Men, L. R., & Sung, Y. (2022). Shaping corporate character through symmetrical communication:
The effects on employee-organization relationships. International journal of business
communication, 59(3), 427-449.
Facing the challenging task of shaping organizational change requires different approaches
depending on the set of values of the management and other factors. Yet, the present study
BUSI 620: Literature Review Annotated Bibliography 9
examines how organizational symmetrical communication affects the quality of
employeeorganization interactions and how it shapes corporate character. For example, in this
study, a study of 314 working individuals in the United States revealed that symmetrical internal
communication has a significant influence in defining the organization's agreeableness (i.e.,
warmth, empathy, and integrity), enterprise (i.e., modernity, adventure, and courage), and
competence (i.e., conscientiousness, drive). The findings of the study assert that the quality of
employee-organizational interactions is improved through symmetrical internal communication,
and it will help us to come up with new ways to enhance dedication and contentment.
Rzepka, A., & Bojar, E. (2020). Leadership as one of the factors shaping the development of an
agile organization. Review of Integrative Business and Economics Research, 9, 383-393.
Leadership is essential in shaping culture and change within the organization. Yet, the
management or the top founders of the organization shapes the organization’s culture
according to their personal and professional set of values and backgrounds. Yet, in bringing
about such a process in the modern era where modern businesses are required to function in a
highly competitive and volatile market environment, leadership plays a key role. Because
organizational agility is the development of agile mindsets among personnel. Thus, changes in
the corporate environment are precipitated by the quickening rate of innovation, technical
advancement, and rising client demands for customized goods. This research explores deeply
the notion of adaptability that has evolved into one of the means of coping with unforeseeable
market shocks. In addition, this article addressed the issue of leadership in agile organizations,
the notion of the agile organization was explained, and its characteristics were outlined. Finally,
the function of the leader in an agile company was further upon. The result of these
BUSI 620: Literature Review Annotated Bibliography 10
considerations is to provide a leadership model for an agile company and will be used for
accurate implementation of the organizational change.
Satterlee, B. (2018). International Business: with Biblical Worldview. McGraw-Hill Education.
During the summer 2022 semester, I had the opportunity to use the book and it was quite
helpful at that time in understanding how culture may affect international company operations.
It has two distinct parts that analyze a culture using two distinct models. The Hofstede model
consists of six distinct categories, each of which is assessed by a unique index, to provide a
comprehensive portrait of a country and to identify potential similarities and contrasts across
nations. However, this material will be beneficial for incorporating diversity and knowing how to
construct the organization's culture based on cultural differences. In addition, it also includes a
guide to cultural components such as communication, religion, ethics, values, attitudes,
etiquette, and traditions, as well as their social structures and organizations. These models may
be used to compare organizational culture-forming components.
Schmitz, H. P., Dedmon, J. M., Bruno-van Vijfeijken, T., & Mahoney, J. (2020). Democratizing
advocacy?: How digital tools shape international non-governmental activism. Journal of
Information Technology & Politics, 17(2), 174-191.
The advancement of information technology has had a significant impact on the world in the
last decade. It contributed to the emerging global order, in which established lobbying
organizations are increasingly being challenged by digitally native organizations. This study
BUSI 620: Literature Review Annotated Bibliography 11
expands the scope of our work because its findings are based on interviews with leaders and
employees from both types of organizations, demonstrating that legacy NGOs with
professionalized and staff-led advocacy strategies are less willing to give their supporters
significant authority over campaigns than digital natives. Moreover, when examining both sides,
legacy NGOs and digital natives concede similar challenges in boosting their supporters' civic
agency. Finally, it was discovered that digital natives are more responsive to online criticism and
supporter-led activities, even though both types of organizations have similar challenges when
it comes to adopting digital tools for long-term organizing. In summary, re-creating such a
category of the organization necessitates a variety of approaches, and this research is a valuable
resource in this regard.
Smircich, L. (2017). Concepts of culture and organizational analysis. The Anthropology of
Organisations, 255-274.
Each organization has its own culture that describes its set of values. Most of the time, it
happens unconsciously, and the organization is shaped according to the top management or
founders of the organization. Thus, as a serious endeavor, this study will help us to better
address the relevance of culture to organizational analysis. Throughout that study, five
contemporary study areas illustrate the junction of culture theory and organization theory:
comparative management, corporate culture, organizational cognition, organizational symbols,
and unconscious processes and organization. Overall, we will be using such a study to
investigate each of the relevant components and presumably, we will assess the reasons for the
unconscious impact of the founders on organizational culture while focusing on the idea of
culture expansion or correction if necessary.
BUSI 620: Literature Review Annotated Bibliography 12
Streimikiene, D., Mikalauskiene, A., Digriene, L., & Kyriakopoulos, G. (2021). Assessment of
the role of a leader in shaping sustainable organizational culture. Amfiteatru
economic, 23(57), 483-503.
Generally speaking, no organization exists without its own set of values. Yet, the quality of the
organization in terms of its efficacity and its efficiency in delivering the services or goods for
which it had been created, reflects the quality of its culture. Nevertheless, healthy
organizational culture is one of the most significant intangible assets and drivers of
organizational competitiveness. This study attempts to highlight the influence of different kinds
of leadership in establishing organizational culture by performing empirical research on a
network of pharmaceutical enterprises for example in Lithuania with a high proportion of young
female employees. Since this is a highly competitive industry with significant consequences for
public health and other sustainability concerns, it was chosen for the empirical research on
assessing leadership effects. In a nutshell, according to the findings of this research, it will offer
transformational leadership data that may give a more successful organizational culture than
transactional leadership.
