Views on “Organizational Culture”

 ORGANIZATIONAL CULTURE

-Tanisha Agrawal 

In the words of Patrick Whitesell 

"You can have all the right strategies in the world; if you don't have the right culture, you're dead."

 The values, expectations, and practises that govern and shape all team members' activities are referred to as organisational culture. Consider it a collection of characteristics that define your firm. A positive company culture produces characteristics that can stymie even the most successful businesses, whereas a bad corporate culture produces characteristics that can bring downfall even the most successful businesses.

Both can assist in defining culture, but they should not be used in conjunction with corporate objectives or a mission statement. Not news announcements or policy declarations, but consistent and honest actions build culture. 

When you watch how a CEO responds to a crisis, how a team adapts to changing client needs, or how management corrects an employee who is acting inappropriately, you may see corporate culture in action.People want to work for organisations that have strong organisational cultures. These businesses have a set of values that extend beyond the kitchen. Employees in these firms, on the other hand, are able to precisely articulate what they do and why they do it. The business has its own individuality.

In addition to having a defined goal, companies with good organisational cultures have honest communication between leadership and personnel, as well as peer collaboration. Employees are aware of what is going on at work and the reasons for specific decisions. They are happy to help their coworkers with projects that are outside of their typical responsibilities.

Why is organisational culture critical in any business?

Talent acquisition can be aided by a positive organisational culture. Balancing a healthy culture is difficult but not impossible, and many companies have succeeded. Hilton was ranked #1 on Fortune's list of the 100 greatest companies to work for in 2019 after an unexpected rise to the top. They were available 33rd the year before; diversity and inclusion, a free GED programme, and upgraded worker lounges were cited as agents of change. In other words, Hilton provided its employees with a reason to be proud (increased diversity and inclusion), genuine advantages (education), and a comfortable, friendly workplace (employee lounges).

Changes in Organizational culture.

Organizations are entering a new era of quick, dramatic, and chaotic transformation. The rapid speed of change has changed how personnel in various firms conduct their jobs. Change has become an inextricable and necessary component of corporate life.

Several new trends are having an impact on the workplace. Globalization, variety, flexibility, flatness, and networks are five of the rising trends that will be addressed. As their organisations go through waves of change, these five developing tendencies cause conflict for organisational leaders and employees. These tensions present both opportunities and challenges, and if they are not effectively managed, they will result in dysfunctional and disastrous organisational consequences at the conclusion of any transformation 

Therefore a good organisational culture is the one where employees and the employer grows together in terms of skills and mental ability. The culture is shared and coexist based on our ongoing norms and consumer-employer psychology. The culture defines the goodwill of company and in turn sets the span for which the company will exist.