Stories and customs at work may mirror the culture, be survivalsfrom the past, or constitute a screen onto which fantasies are projectedserving as safety valves, sanctioned expressions of outlawemotions, or scapegoats. While some stories seem to challenge theculture they in fact preserve it others that appear to support normsand values actually indict them. Organisational change managers musttake a more sophisticated approach, recognising organisations assymbolic worlds and understanding the variety of expressive forms andprocesses. They need to be aware of inconsistencies and contradictions.They should leave some coping mechanisms in place while removing thecause of sore spots in other instances. Finally, those implementingchange may be able to use some customs and stories themselves to aid theprocess.
Journal of Organizational Change Management – Emerald Publishing
Published: Mar 1, 1991