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Organization Culture |
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Literature defines organization culture as “a set of beliefs, values, and behavior patterns that characterize an organization”. Within a competitive business environment, organizations increasingly recognize the need to establish cultures that fully leverage the skills of their employee populations. By creating cultures in which employees feel valued, companies can better drive business results through their human capital.
We see culture as the critical foundation which shapes the way that the work of the organization gets done (established through goals, plans, measures, rewards) and the infrastructure (systems, process and structures) gets utilized. A company’s organization culture is composed of the following elements:
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Employee motivation and loyalty |
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Internal communication patterns |
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Methods of decision-making |
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Operating styles |
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Organizational philosophy |
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Organizations are increasingly realizing the need for transformation of their organization cultures from traditional, task and outcome-oriented to more open and people-oriented. We have identified this critical need within organizations and have designed a structured approach for achieving the same. We also have deep understanding about how culture operates and have created diagnostic tools to assess your organization culture. Our approach for Culture Transformation involves the following:
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Needs Assessment |
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This involves gathering and analyzing data about the current culture, defining the desired one and identifying the gaps. This will be done in close consultation with the client organization. We will utilize the questionnaire and organization-wide survey approach to assess your organization’s culture. |
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Leadership insight |
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This involves getting the management or the leadership team together, where they can address the results of the needs assessment. This exercise will provide us with relevant insights into the organization philosophy, standards for success, role definitions, and other leadership decisions that will combine to define and develop the new culture. |
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Enabling system |
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We will need to identify the systems, procedures and policies that must be either changed or implemented to support the new culture. |
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Implementation |
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We will define how the new culture will be implemented. This will involve detailing the role of a steering committee, action teams, groups etc to execute the change. We will also clearly define any training of employees and managers necessary to ensure that role expectations for the new culture can be met. |
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Evaluation |
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This will involve establishment of mechanisms to monitor the progress of the culture change. |
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