Different Cultures in different teams?–An insight onto the Organizational Culture!
| August 04,2010 06:29 pm IST
How many times do we hear the term corporate culture and organizational culture?
How many times do we actually experience the Organizational culture from the eyes of True Leadership!. We always state the true Leader Leads by example, doing it the way they would like to see the organization turn out!
The concept of leading by example seems like common sense.
Unfortunately, for too many managers it is not common practice. It is exhibited by executives in their corner offices who should operate with the highest integrity. It is exhibited by mid-level managers who should turn ideas into actions. It is exhibited by first-line managers who should make sure the right things are done the right way.
An organization can be structured in many different ways and styles, depending on their objectives and ambience. The structure of an organization will determine the modes in which it operates and performs.
However, you cannot have diverse cultures within the organization. The Corporate culture is often called "the character of an organization", since it embodies the vision of the company’s founders. The values of a corporate culture influence the ethical standards within a corporation, as well as managerial behavior.
Senior management may try to determine a corporate culture. They may wish to impose corporate values and standards of behavior that specifically reflect the objectives of the organization. In addition, there will also be an extant internal culture within the workforce. Work-groups within the organization have their own behavioral quirks and interactions which, to an extent, affect the whole system.
It is imperative that the top management, who are the founder members of the Organization, keep a check /gates on ensuring the vision of the organization is what is being reflected even at Ground. Else we will all land up experiencing Org culture from the eyes of a manager as he would operate in a zone best suited to him or her.
People view the organization as an extension of themselves; they feel good about what they personally achieve through the organization and have exceptional Cooperation. Individual goals are aligned with the goals of the organization and people will do what it takes to make things happen. As a group, the organization is more like family providing personal fulfillment which often transcends ego so people are consistently bringing out the best in each other. In this culture, Leaders do not develop followers, but develop other leaders. Most everyone in this culture is operating at the level of Organization.
How do we ensure that we, as a part of the organization do not create multiple cultures and embody one corporate vision and be the employer of choice?
1. Emphasize the need for managers to be able to articulate precisely what needs to be accomplished. Too many managers frame objectives like the back side of a tapestry.
2. Emphasize the need for managers to be savvy to exactly what it will take for employees--given their abilities--to achieve results.
3. Stress the need for managers to recognize what type of behavior they need to exhibit as well as the need to be flexible. These two factors are frequently referred to as "emotional intelligence." Unfortunately, most managers are not that perceptive or flexible. They need to adopt the culture of the organization and not follow their own culture, which is predominantly the comfort one that they operate in.
4. Final stage is to check whether the manager can actually demonstrate the right behavior. If the situation calls for delegating decisions and the managers is a control freak, then employees are not likely to be given the opportunity to make decisions. The same applies to managers who try to encourage their people to be more innovative, but approaches when they encounter wave after wave of "constructive criticism."
Bottom line, Every Individual in the organization wants to do a good job. To ensure that the vision of the founder members of the organization is lived at the ground level the behaviors that members believe are required to fit in and meet expectations within their organization, should be followed and made explicit. Change of culture in the organizations is very important and inevitable, and we know that people by large resist change, hence It is very important to keep in mind that culture change/follow up must be managed from the top of the organization, as willingness to change of the senior management is an important indicator. The behavior of the management needs to symbolize the kinds of values and behaviors that should be realized in the rest of the company. It is important that the management shows the strengths of the current culture as well; it must be made clear that the current organizational does not need radical changes, but just a few adjustments.