ORGANIZATIONAL CULTURE:
VENUGOPAL SIR
Q. What do you mean by Organizational Culture?
Ans = Organizational Culture is a system of shared values and beliefs, which
govern how people behave in organizations. These shared values have a strong
influence on the people in the organization and dictate how they act and perform
their jobs.
Organizational Culture includes an organizations expectations, experiences,
philosophy and values that hold it together. It also called corporate culture.
It shown in:
The ways the organization conducts its business, treats its employees,
customers, developing new ideas, and personal expression.
It effects the organizations productivity and performance and provides
guidelines on customer care and service, product quality and safety,
attendance and punctuality.
Thus “The organizational culture is a system of shared beliefs and attitudes
that develop within an organization and guides the behavior of its
members.”)
Q. How to create and sustain organizational culture?
Ans = Culture includes the organizations vision, values, norms, symbols, language,
beliefs and habits.
1. HAVE A CLEAR VISION, MISSION AND VALUES STATEMENT.
It needs to be simple enough or made it simple enough that every one in the
company can understand the vision, mission and value statement. The idea here
is to get people really involved and committed to the culture.
2. HIRE PEOPLE WHO EMBODY THESE VALUES:
3. UNDERSTAND CULTURE IS NOT JUST TOP-DOWN. Culture is every ones
responsibility.
4. : BRING CULTURE IN WHEN SOLVING BUSINESS PROBLEMS
Did we follow our culture?
Based on what we stand for?
What is the right thing to do now?
Do we need to change anything in our culture so that this problem does not
appear again?
These discussions really help solving the business problems.
5. Trust and Respect. Focus less on perks and more on building
CREATING CORPORATE CULTURE:
The ultimate source of an organization culture is its founders.
Culture creation occurs in three ways-
a) Employees hire and keep employees with same thinkings.
b) They socialize the employees with the organizations thinking.
c) The founders behavior acts as a role model for the employees.
SUSTAINING ORGANIZATIONAL CULTURE:
Three forces play a particularly important part in sustaining a culture.
1. SELECTION PRACTICES:
2. ACTIONS OF THE TOP MANAGEMENT:
3. SOCIALIZATION METHODS:
: SELECTION PRACTICES
Identifying and hiring individuals having knowledge, skills, and abilities to
performs the jobs successfully.
Selection provides information about the organization to the applicants.
TOP MANAGEMENT:
The actions of top management establishing the norms for the organization as to:
Whether risk-taking is desirable.
How much freedom managers should give to their sub-ordinates.
What actions will pay off in terms of pay rises, promotions and other
rewards, etc.
SOCIALIZATION:
New employees are not familiar with the organizational culture and are
likely to disturb the existing culture.
The process through which the employees are proselytized about the
customs and traditions of the organization is known as socialization.
It is the process of adaptation by which new employees are to understand
the basic values and norms for becoming accepted members of the
organization.
SOCIALIZATION PROCESS:
It is a process made up of three stages:
1. PRE-ARRIVAL = All the learning occurring before a new member joins.
2. ENCOUNTER = The new employee sees what the organization is really like.
3. METAMORPHOSIS = The new employee masters the skills required for the
job, successfully performs the new roles and makes the adjustments to the
work groups values and norms.
Q. EXPLAIN THE TYPES OF CULTURE?
Ans = TYPES OF CULTURE:
1. STRONG CULTURE
2. WEAK CULTURE.
3. SOFT CULTURE.
4. HARD CULTURE.
5. FORMAL CULTURE
6. INFORMAL CULTURE.
STRONG CULTURE VS WEAK CULTURE:
A strong culture is a set of habits, norms, expectations, traditions, symbols, values
and techniques that greatly influences the behavior of its members.
A weak culture is culture that is individualistic where by norms, symbols and
traditions have little impact on behavior.
A strong culture can motive people with a sense of shared purpose.
Weak culture can be problematic as people feel no sense of common purpose or
values. It can be difficult to communicate, make decisions, get along and be
productive when every one has a completely different approach and view of
every thing.
SOFT CULTURE VS HARD CULTURE:
In soft culture the employees pursue their own personal goals, and give less
importance to the organizational goals where as, in a hard culture the employees
consider more on organizational goal than of their own goals.
FORMAL CULTURE VS INFORMAL CULTURE:
In formal culture there is more emphasis on roles, responsibility, rules and
regulations, where as, in informal culture there is no such thing like rules and
regulations, etc. Employees are free to do there works as they like.
Q. Explain the importance of organizational culture?
Ans= IMPORTANCE OF ORGANIZATIONAL CULTURE:
It determines through the organization rituals, beliefs, values, means,
norms, and language. As a result the culture of an organization is a sense of
identity-
Who we are?
What we stand for?
And what we do?
It is the culture that decides the way employees interact at their work
place.
It also promotes healthy relationships at workplace among the employees.
It represents certain pre defined guidelines which guide the employees and
give them a sense of direction at the workplace.
It brings all the employees on a common platform and also united the
employees coming from various backgrounds I,e. religion, caste, area, etc.
Thus in short, Organizational Culture is the way in which things are done in the
organization.
Q. EXPLAIN THE CONCEPT OF WORK PLACE SPIRITUALITY?
Ans= CONCEPT OF WORK PLACE SPIRITUALITY:
Work place spirituality in the work place is a movement that began in the early
1920s.
Wipro ,Dabur, Tata Tea, etc. they are among a growing no. of organizations that
have embraced work place spirituality..
Spirituality is the state of intimate relationship with the inner self of higher values
and morality. Spirituality is a way of celebrating the self behavior of the
employees that enables the organization to be different.
The concept of spirituality at work place can be explained as an experience of
inter connectedness, shared by all those involved in the work process, which
raises and maintains his/her sense of honesty, kindness and courage,
consequently leading by a sense of high ethical standards, acceptance, peace,
trust and thus establishing an atmosphere of enhanced team performance and
over all harmony.
Many organizations are encouraging the development of this new trend because
a humanistic work environment creates a win-win situation for both the
employees and the organization.
BENEFITS OF WORK PLACE SPIRITUALITY:
1. A better work ethic and work/life balance.
2. A greater respect for diversity in the organization.
3. Lower stress for employees.
4. Less ego and less organizational conflict.
5. Increased competitive advantages.
6. Mentoring and supportiveness.
7. High levels of creativity and innovation.
Thus the concept of spirituality draws on the ethics, values, motivation, work/life
balance, and leadership elements of an organization. Spirituality organizations are
connected with helping employees develop and reach their potentials.
Q. How to create a positive organizational culture?
Ans = CREATING A POSITIVE ORGANIZATIONAL CULTURE:
Talented professionals often switch jobs and join a small business because they
were treated poorly.
1. SMART HIRING:
You must hire the right people who can take your company to greater heights.
2. LISTEN:
Start by listening to the problems your employees face in the work place and try
to make appropriate changes to increase their productivity.
Don’t miss out on asking one question that most successful entrepreneurs ask
their employees,” what would you do differently if this was your company?
You can draw insights from their answers to make necessary changes in the work
place to get things done faster and increase productivity.
3. REWARD:
Never under estimate the impact of a few kind words. A simple pat on the back or
Good Job, can mean a lot to an employee, especially when it comes from the
boss. It makes them feel their contribution in the team is given due importance.
4. PEOPLE MATTERS:
Organizational culture can be defined as the character and personality of your
organization. Its what makes your organization unique and is the sum of its
values, traditions, beliefs, interactions, behaviours, and attitudes.
The most important part of any organization is the people. Attracting the right
talent and employing the right people is essential to positive organizational
culture.
Think of organization like Google, who pride themselves on their creative
workplace environments, their free food, health, even hair cuts, on site gyms,
swimming pools and game areas.
5. POSITIVE COMMUNICATION:
Communication is an essential human need. Just like every day life, when we
communicate effectively we build strong, supportive relationship that can thrive
in challenging circumstances.
6. FEEDBACK LOOP:
One of the most effective ways of building a positive organizational culture is by
implementing an employee feedback system where all employees are able to
provide feedback to the organizations leadership team.
7. HAVE FUN AND BE FUN:
When people laugh and joke, they build relationships. Positive workplace
relationships promote positive workplace behaviours such as knowledge sharing ,
informal training and empathy in times of need. All in all, going to work needs to
be an enjoyable experience.
