Levers for Change,

Having identified what needs to be done, and the priorities, the next step is to consider what levers for change exist and how they can be used. The levers could include, as appropriate:


● performance – performance-related or contribution-related pay schemes; performance management processes; gainsharing; leadership training, skills development;


● commitment – communication, participation and involvement programmes; developing a climate of cooperation and trust; clarifying the psychological contract;


● quality – total quality and continuous improvement programmes;


● customer service – customer care programmes;


● teamwork – team building; team performance management; team rewards; ● organizational learning – taking steps to enhance intellectual capital and the organization’s resource-based capability by developing a learning organization;


● values – gaining understanding, acceptance and commitment through involvement in defining values, performance management processes and employee development interventions.


Change management


The effectiveness of culture change programmes largely depends on the quality of change management processes. These are described in Chapter 24.