Organisational Culture

1. Organisational Culture

2. What is culture? • Though, there may be many definitions, culture in essence can be summed up as consistent behavioural patterns of members. These patterns depend on several factors like values, beliefs, traditions, customs, attitudes etc. An organisation is identified by its culture.

3. What is culture? • Organisations are organic entities – live and kicking. They have their personalities too like individuals. They give identification to members whose behaviour reflects the culture. Organisations can be rigid or flexible, unfriendly or supportive, innovative or conservative. These cultural traits are fairly consistent.

4. What is culture? • They have Values, beliefs, behaviors, customs, and attitudes that help the members of the organization understand what it stands for, how it does things, and what it considers important. Culture determines the overall “feel” of the organization, although it may vary across different segments of the organization

5. Organisational culture • It is the distinguishing feature of an organisation, a system of shared meaning held by members that gives the organisation its personality. A healthy culture is a function of honesty, trust, dignity and respect. This system of shared meaning is a set of key characteristics that the organization values.

6. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Some organisations are adaptive, flexible and dynamic. While others are static, mechanical, status-quo ist. It is the former that innovate, create and bring about novelty in the market. They take risks and make gains also. Remember, the age old addage ‘no risk no gain.

7. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Organisations that are meticulous, systematic and consistent have this trait in them – they have an eye for details. Thus, being thorough in their approach failures are alien to their culture. Whenever they take a project they take it to logical culmination.

8. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Organisations that are successful and effective are focused on results. Their orientation and approach are directed towards achievement of goals. These organisations are less bureaucratic and foster creativity. They are business like and value performance.

9. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Organisations which value people generally create more value. They realise that systems and technologies can be copied but people can not. It is the people that give organisations the competitive advantage. Such organisations focus on people, develop them and bring out the best in them.

10. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Organisatins that sustain successes are those organisations which promote a team culture. It is the team that brings out the best in each individual, making creates synergy and makes a whole that is more than the sum of its parts. Team orientation results in collective responsibilty making every member accountable for the result.

11. Traits that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • The difference between the living and the dead lies in vibrancy. Organisations that are vibrant are energetic creative and productive. In such organisations members are active, responsive and committed. They are willing to walk that extra mile perform over and above the call of duty and create competitive advantage for their organisation.

12. Characteristics that define culture • Innovation and risk taking • Attention to detail • Outcome orientation • People orientation • Team orientation • Vibrancy • Stability • Stability is often understood as the opposite of dynamic. But, it is not so. In fact, the recommended state is dynamic and stable. Organisations that are stable emerge successful as the markets don’t allow the fickle to survive. Successes are no flashes in the pan. Rather they are results of consistent efforts. And this consistency results from stability.

13. These traits exist on a continuum. • It has to be understood that these traits are not ‘all or none’ phenomena. They exist on a continuum from low to high. The success or failure will depend on where the organisation lies on the continuum.

14. Importance of Organisational Culture Culture plays a very important role in success of organisations. It determines the overall “feel” of the organization. However, it may vary across different segments of the organization. Culture is a powerful force that can shape an organisation’s overall effectiveness and long-term success.