Organizational Culture

It was one Class when I entered Late and I saw Dr. Mandi performing his daily rituals of opening his shoes.
He introduced another commonly heard topic Organizational Culture.

What is Organizational Culture??

Organisational culture is a system of shared values and beliefs about what’s important and appropriate in an organisation; it also includes feelings and relationships internally and externally. Every organisation’s values are supposed to be unique and are widely shared and reflected in daily practice, relevant to the company purpose and strategy. It’s important for organisations of different size and level to create the kind of environment or culture where the positive managerial patterns of listening, coaching, guiding, involving and problem-solving are actively encouraged and reinforced. This is where the policy of the Human Resources department is critical as it reflects and reinforces organisational values and culture.

Changing organisational culture

Focusing on building and sustaining an organisational culture is a way of showing that people are the organisation’s most valuable asset. But sometimes a change is required for better efficiency and productivity.

Companies which have embraced organisational culture change see a positive increase in their employee engagement, attraction of new customers and boosting their revenues. Other aspects influenced by effective culture change include:

• Greater employee retention
• Customer satisfaction
• Reduction in operating costs, etc.

Over the last decade the interest in organisational culture has grown quickly. Changing a culture is a large-scale undertaking because every organization’s culture comprises an interlocking set of goals, roles, processes, values, communication practices, attitudes and assumptions; these are the organisational tools needed to be put into play for great results.

Employee engagement is central to what the organizational culture is...

The fact that employee engagement can draw a line between staff morale and quality of output should see it being central to many companies’ future plans. A business is only as good as it its output and if it produces too few goods or a poor quality service, it can have a draining effect on the business. Quite often there is nothing more than can be done from an automated point of view with respect to improving output, which means that issues could lie with the workforce. This is where businesses need to develop a good relationship with their employees to find out if there is anything that can be done to improve the working environment.

Some of the Employee Engagement Awards or Practices which must be introduced in every industry are :-

• Best Kaizen Award
• Star Performer of the Month in every Department
• Instant Recognition Award in the Form of Mail by Boss
• Specialized Program for Accelerated Career
• Sales Achievement Linked Award

See You in the next Blog..... Happy Blogging!!!