Dy. General Manager
Impact of Culture change isn’t a separate conversation in organization
Culture is more like a cloud, it is intangible, we know it exists yet it’s nearly impossible to clutch. Culture is also like an iceberg only marginal portion is visible however the major impactful chunk is hidden inside. Edgar Schein refers visible factors of culture like dress code , structure , symbols etc. as “artifacts”, the hidden layer lying below the surface are called “Core values” which are shared by members of the Organization in “the way things are done” by employees Underlying assumptions” are the deepest level of organizational cultural iceberg they are the belief about how the things are, they begin as values but, over time, become so well embedded that they become givens – firm beliefs about the way things are – some things are just so “obvious” that they become “invisible’
The latest developments in human resources function have demonstrated how a good culture has survived organizations long term growth. Organizations thus are taking careful steps to derive a desired culture based upon company’s values, alignment of business strategy/ goals with transformational objectives.
Culture impacts employee performance, productivity, job satisfaction, employee commitment, employee motivation, employee engagement & it has a great impact on the current business however organization culture cannot be forced upon it should be influenced and the same is expected to be done from the top.
To craft a preferred culture a pre-defined set of desired & undesired behaviors is to be preferably set based on Organizations goals and objectives. Training and re-training programs are organized for all employees to promote desired behavior through regular scheduled workshops and interventions with a reward & recognition system on desired behavioral parameters in place. Accepted behaviors are then gauged by third party consultant to realize the gap in the survey report and careful measure taken to mend the gaps.
The above process results in improving productivity which leads to employee commitment as norms, values and objectives in turn helping to improve culture of an organization. The system of organization development thus is based upon effective establishment of culture that keep learning environment strong. The performance of employees improves by establishment of strong culture of an organization. The employee performance is the backbone of Organizational success, to sustain the performance there are certain factors that’s needs to be within the organization based on the attributes of culture arranged on basis of norms and attitudes.
As per Edwards Deming, “quality can be no better than the intent at the top.” For this reason, an organizational culture will rarely be better overall than is determined by the behavior of the topmost management. Therefore the prime responsibility of developing a desired culture rests with the topmost stakeholders HR and line managers are the facilitators.
An effective culture can be fabricated by following way
- Set and convey your vision’
- Create a road map to know the impact of business with cultural behaviors
- Integrate HR process to promote desired culture with proper reward system.