Effective ways of managing

organizational culture

What is OB ?
Organizational Behavior (OB) is the study and application
of knowledge about how people, individuals, and groups
act in organizations. It does this by taking a system
approach. That is, it interprets people-organization
relationships in terms of the whole person, whole group,
whole organization, and whole social system.
This area of study examines human behavior in a work
environment and determines its impact on job structure,
performance, communication, motivation, leadership, etc.
Internal and external perspectives are two theories of how
organizational behavior can be viewed by organization

What is organizational culture ?

Organizational culture is a system of shared
assumptions, values, and beliefs, which governs how
people behave in organizations.
These shared values have a strong influence on the
people in the organization and dictate how they dress,
act, and perform their jobs.
Every organization develops and maintains a unique
culture, which provides guidelines and boundaries for
the behavior of the members of the organization.

Characteristics of organizational
culture
Organizational culture is composed of seven
characteristics that range in priority from high to low.
1. Innovation (Risk Orientation)
2. Attention to Detail (Precision Orientation)
3. Emphasis on Outcome (Achievement Orientation)
4. Emphasis on People (Fairness Orientation)
5. Teamwork (Collaboration Orientation)
6. Aggressiveness (Competitive orientation)
7. Stability (Rule orientation)

How do you manage culture ?

There are plenty of frameworks for managing strategy,
talent, leadership, or performance, but not culture.
Culture has been this elusive, mysterious subject. There
are numerous surveys and models but most culture
management guidelines resort to over-simplified tips,
keys or other suggestions.
Focus on a critical few behaviors with the most cultural
impact.
Expand change capabilities beyond leadership and
communication alignment.
Activate informal levers, such as peer networks and
storytelling.

Effective ways of organizational

culture
There are almost as many ways to develop an effective
organizational culture as there are companies that have
them.
For organization the key to building an effective culture
began with an understanding of the people with whom
they work.
1. Consistent communication
2. Celebrate success
3. Be transparent
4. Respect everyone's contribution

Consistent communication
The cultural principles of the organization must be
communicated consistently by the leadership and
demonstrated every day.
Organization should know that nothing would bring
greater discredit to our culture than leaders who said
they subscribed to the culture but behaved another way.
Internal newsletters, business planning processes and
company awards all needed to be structured around the
principles organization held.

Celebrate success
The key to maintaining cultural momentum has been
providing all employees with a line of sight on every
success the organization achieves.
Success needs to be celebrated throughout the
organization, and the teams primarily responsible
should be lauded across the company.
A leader must have the good sense to make these
successes about his people, not himself.
Celebrating success drives the esprit de corps and a
pride that enhances the quality of the work a company
does.

Be transparent
Organization's need to be transparent in their strategic
planning and how they treat their employees.
The more a organization shares information, the more
employees feel like a team and have a shared
responsibility over the success of the organization.
This transparency should even extend to lessons about
the failures that occur because failure can be our best
teacher, provided people learn from those mistakes.
You should talk about them and not cover them up.

Respect everyone's contribution

You need to be able to listen to your people, and accept
their feedback and criticism.
A good organization also invests in the training and
welfare of its staff and trusts what employees have to
say.
This rule of thumb must cascade from the most senior
levels of the organization right down to the company
mailroom.
Everyone needs to feel that their contribution is
respected in a meaningful way.

Continually benchmark your

performance
Being a great place to work doesn't happen overnight
its a process of continual improvement, where each
year you try to do a better job of employee satisfaction
and retention.
There are a variety of benchmarking metrics you can
use and you must survey your organization annually in
good times and bad to get honest feedback.
Then you need to have a transparent discussion about
the findings and put a plan in place to make
improvements for all to see.