The concept to create a great company or organizational culture not only depends on guesswork but also depends on a definite goal in a systematic manner. It is not an easy task. It may be observed that the employees are sometimes involved in achieving their personal and are not working in accordance with the company culture. It is the duty of the hierarchy to integrate the individual with the organization with regard to technological and sophistication requirements, specialized skills and knowledge.
Changing the culture of an organizational setup does not mean to identify what is wrong and to rectify it. Rather it aims at the interaction among participants working in the organization and placing of right skills and talents in the right places from where the organization can receive the support and fulfill its dream.
The major steps which can be adopted in changing the culture of an organization can be summarized as follows:
First of all, there is a need to explore the present culture and to compare it with the changes it needs. Before taking any positive steps it must be ensured that the activities recommended by the managerial hierarchy must be pursued. If the managerial activity seems to produce no effect then it must be dropped. But, if it gives positive outcome and a lot of satisfaction to most of the people engaged in it, action to be taken to move on to the next steps.
Normally, the objectives of the specific managerial position are defined at each level of the managerial hierarchy. The organizational culture is based on these objectives. The philosophy of management is to achieve the desired result. If the present culture does not follow the strategic direction of the company, there will be a need to change the present culture. But before changing it must be taken into account how the changes will affect and support the company’s predetermined vision.
The current organizational culture is based on vision, mission and ethical values of a company. It is the objective of an organization to integrate the personal goals of the individual with managerial levels. In the present day, special skills and specialist workers are required to support technological sophistication. So, before harmonizing various functional specialists for the achievement of a company’s overall objective, it must be ensured how this change in culture will benefit the existing employees and the stakeholders.
The role of a manager in a company is not like a watchdog. It is the duty of a manager to develop the potentialities of the workers so that they can contribute their highest efficiency to the organization and can have the fullest satisfaction from their work. This would create a good relationship between the employees and the managers. Thus, manager as a mentor will create an environment of motivation. This would help in restoring the culture of the company. The bossing tendency of a manager is detrimental to the vision of the company.
If the work of the authority is decentralized, a sense of democracy rather than autocracy will be created and a full-fledged unit will be created. This decentralization will provide freedom which will ultimately induce the lower level workers to take part in an active manner. Decentralization will help in determining the deterioration in work culture of a specific stage. As such, any error in the planning process can easily be detected. The culture of a company can be handled delicately and the total planning process of an organization can be motivated towards the company’s ultimate goal.
Reward and punishment system is the basic key to bring about a change in the culture of a company. It is a Herculean task to eliminate an inefficient employee. Before taking any steps to retrench any employee, it would be wise to sit with the existing employees and arrive at a solution. It is better to assign a red flag to employees who are either showing signs of laziness or not willing to admit mistakes. Any hasty decision can be fatal for an enterprise and before firing any employees from the organization, it is to be kept in mind that there are sufficient replacements and they do have the ability to cope up with the organization’s prevailing culture.
It is always found that the employees concerned exhibit their highest performance when they are entrusted with specific objectives. But, these employees fail to show their efficiency and performance when they are simply asked to do their best. It is, therefore, necessary to set up individual goals for the employees. Sometimes, a company awaits its long-term achievement. But it is not proper. In order to get a steady and consistent change, short-term goals must be implemented so that the company can develop specific cultural changes in the workplaces. Without taking initiative for a bulk of changes it would be wise to chalk out changes one by one. Putting emphasis on punctuality, motivating lower level of employees may be the initial changes for gearing up the cultural activities. Once the change gets implemented, it may bring about a drastic change in the culture of a company in the long-run.
Periodic review of performance is an important feature of assessing company’s performance and vision. It is necessary to clarify the specific roles of the employees who are entrusted with the responsibility of achieving the roles. For this purpose, the concerned employees must be given an opportunity of being heard. This will not only help to listen and take care of an employee but also help in getting valuable information about the happenings in the ground level.
With the above-mentioned tips, one can bring a notable change in the culture of the workplace. It is to be remembered that the individual is to be focused upon and not the entire process. Individuals are the ones important to bring a change. From hiring the perfect ones to encouraging all employees can help to achieve bigger goals.
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