Culture is diverse. So many thoughts, ideas, visions, their mix in different proportions result in all these diversities.
Culture is invisible, but it's one of the most powerful factors for the business’s long-term prosperity; culture is soft, but it's one of the “toughest” ingredients in “business transformation formula.”
Culture is like soil, the organization is like land: The more fertile the soil, the better nourishment the crop and plant products will be. So culture is the environment created in an organization that affects the growth and quality of business. It will determine the behaviors and practices which everyone from entry level to senior executive engages in - these will either enable or inhibit organizational success for the long run.
Culture is like the glue for holding and binding an organization together: A company’s culture helps to define what a company is like, what it means to be part of the organization. The collective habits/behaviors/practices are woven into business surroundings and become part of organizational DNA. The right culture would be the one which is an "enabler" rather than an "inhibitor" to achievement of an organization’s vision, and maintain its core purpose.
Setting up the right culture is like a painter mixing the "right" color: Some cultural styles are more adaptable than others depending on the nature, structure, or stage of the organization.. The more favorable aspects of the existing culture need to outweigh the less favorable aspects of the existing culture, thereby allowing the employees to accept the change in culture as being in line with their existing beliefs. The management needs to cultivate a culture that can innovate, unify, and harmonize their environment in which people can grow themselves and their organizations continually.
Culture is diverse. So many thoughts, ideas, visions, their mix in different proportions result in all these diversities. In all conversations about culture, we need to remember that it is the policies, procedures, rewards and retributions that drive behavior and it is the employee behavior that expresses "culture."
Culture is like soil, the organization is like land: The more fertile the soil, the better nourishment the crop and plant products will be. So culture is the environment created in an organization that affects the growth and quality of business. It will determine the behaviors and practices which everyone from entry level to senior executive engages in - these will either enable or inhibit organizational success for the long run.
Culture is like the glue for holding and binding an organization together: A company’s culture helps to define what a company is like, what it means to be part of the organization. The collective habits/behaviors/practices are woven into business surroundings and become part of organizational DNA. The right culture would be the one which is an "enabler" rather than an "inhibitor" to achievement of an organization’s vision, and maintain its core purpose.
Setting up the right culture is like a painter mixing the "right" color: Some cultural styles are more adaptable than others depending on the nature, structure, or stage of the organization.. The more favorable aspects of the existing culture need to outweigh the less favorable aspects of the existing culture, thereby allowing the employees to accept the change in culture as being in line with their existing beliefs. The management needs to cultivate a culture that can innovate, unify, and harmonize their environment in which people can grow themselves and their organizations continually.
Culture is diverse. So many thoughts, ideas, visions, their mix in different proportions result in all these diversities. In all conversations about culture, we need to remember that it is the policies, procedures, rewards and retributions that drive behavior and it is the employee behavior that expresses "culture."
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