Last week Viktor Grgic explained Unclear ownership / Project based funding. This week we’ll continue with #1 - Ignoring culture when introducing SOA. SOA is an approach. The culture aspect of introducing a SOA is important, but it seems that companies want to invest in tools and not in people. In order of making this SOA to work they force their employees into this new way of thinking/acting. Often this leads to resistance which undermines the SOA goals. In this part we will look into ignoring culture when introducing SOA. Culture First of all: what is a culture? An organizational culture compromises the attitudes, experiences, beliefs and values of an organization. Hofstede identified five dimensions in his study :
- Small vs Large Power distance; degree of equality/inequality between people.
- Uncertainty avoidance; the level of acceptance for uncertainty and risks.
- Individualism vs collectivism; the contrast between individual or collective achievement and interpersonal relationships.
- Masculinity vs femininity; is your organization based on male or female values.
- Long vs short term orientation; contrast between relation values orientation.
- Make the SOA vision a shared vision. Only a shared vision could lead to a successful SOA implementation. Without this first step a SOA is doomed.
- Define a strategy of how to change. What is your strategy of changing to a SOA. Included cultural aspects and awareness.
- Define clear tasks, roles and responsibilities.