CULTURE-is what enables teams of people to defy the odds and achieve the remarkable.

An important challenge for Managers is to determine what is the most effective culture for their Organization and when necessary how to change the organizational culture effectively.

A REVIEW OF ORGANIZATIONAL CULTURE :-

  • Essential for both successful organizational change and maximizing the human capital
  • Culture management should become a critical Management competency
  • Right culture may be a necessary condition for Organizational success but by no means a sufficient condition.

The BACKBONE of an Organization

Organizations have realized that those who survive and flourish over the years have a strong fundamental culture or a way of doing things.The competitive advantage of any company lies in its culture and as it is difficult to imitate them the advantage remains with it.

ORGANIZATION CULTURE is the collective behavior of the people formed by as shown in above figure.They are manifested in its talk, actions and behavior.

“The way we do things here”-in the ORGANIZATION

  • sharing set of common mental assumptions
  • Guiding towards interpretations and actions
  • Defining appropriate behavior for various situations
  • Defining Laws in which people work
  • Motivating and Maximizing the value of Intellectual assets-HUMAN CAPITAL

CULTURE-an embedded concept

Deep inside in Organization is it’s fundamental assumption . The ways are deeply embedded in other factors,Together they form the CULTURE.This also becomes difficult to bring a Change in culture.

Organization Culture is increasingly taking importance in today’s World. Globalization, Increased competition, Mergers, Acquisitions, Alliances, and various workforce developments have created greater for:-

  • Coordination and Integration across Organizational units in order to improvise their functions
  • Introducing new technologies for overall innovations
  • Managing dispersed work units and workforce diversity
  • Cross-functional management of Global or Multi-National organizations
  • Facilitation of Teamwork
  • Execution of high performance work systems
  • Adapt internal and external changes
  • Maximizing values of Human capital

Strong vs Weak culture

All Organizations have cultures, some may have strong and deep rooted culture than others .

A strong culture was conceptualized as a coherent set of beliefs,values assumptions and practices embraced by most members of organization.

In view for STRONG CULTURE In view against STRONG CULTURE
Strong culture is beneficial to all Organizations.
It fostered motivation, commitment, identity, solidarity & sameness
It facilitated internal integration and coordination
Strong culture may not be desirable in many of the organizations.
They act as barrier to adaptation and change
It could also be means of manipulation and co-optation
Ways of doing things many times overshadow the original purpose of Organization
It limits the ability to adapt and change.

WHAT SHOULD BE THE FOCUS FOR CREATING CULTURE IN ORGANIZATIONS-culture must take into account the following:-

  • ‘Proactive ,not just reactive
  • Future-oriented, not past/present oriented
  • Influence and manage the environment, not just adapt
  • Embrace diversity , not uniformity
  • Pragmatic, not idealistic
  • Embrace external connectivity and promote internal integration
  • Relationship oriented, not just task oriented
  • Team oriented
  • Knowledge and learning oriented
  • Alliance and partnership oriented
  • Emphasize and Balance Cultural innovation & maintenance

Managers must actively work to keep the existing organizational culture relevant to present and future while maintaining some sense of continuity with the past .It is important to preserve the core while stimulating the progress for any organization to have along term success.

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