www.peopleandmanagement.com
I
t’s a very prevalent fact that
culture drives organizations and
it’s the most unlikable factor
when organizations are working on
Change Management. Culture is like
blood fl owing through the veins of
th e organization
orga
or
gani
niza
zati
tion
on f from
rom
ro
m to
top
p to
o bottom,
the
n
affecting each and every in
individual,
r
process and success or failur
failure.
processes and measuring the
p o s i t ive o f n e g a t ive f a c t o r s
infl uencing the behaviour of people
in organization. The information
collected is evaluated, analysed
and feedback is shared with the
members. This helps employees
to build rappor t and improve
relationships across teams and
hierarchy of the organization.
How do you defi ne culture?
cultu
u
One
of the widely known defi nitions
nitii
from
The Business Dictionary is:
Organizational
Culture encompasses values
va
a
and
behaviours that “contribut
t to the
“contribute
unique social and psychological
psych
environment of an organization”.
organii
Organization culture is d
dynamic
and changes as per th
h socio-
the
economic aspects of the members
m
o
and influenced by geo
geographic
Organizatio
o
presence. Organizational
Though how r rational
i t m a y s e e m t o h av e
certain culturall values,
it always come
e under
comes
scrutiny as organ
n
organizational
development in
initiatives
are undertaken
n by the
organization. As
A I said,
culture is dynam
dynamic, so it
should change in acc
c
accordance
to the undergoing changes
because of paradigm shifts in
the organization. Unfortunately,
Unforr
culture becomes the biggest
Organ
n
challenge in any Organizational
Development (OD) project and
an
n hence,
the need to acknowledge the
e present
culture of the organization a
and make
it future ready.
OD interventions for
organization culture cha
change:
a
1. D i a g n o s t i c A c t iv i t y : T h i s
a c t iv i t y i nvo l v e s s u r v e y s ,
interviews and group discussions
diss
w i t h e m p l o ye e s a c r o s s t h e
hierarchy; and observ
observation of
Activities are
designed and
performed
with groups
of people
to improve
interpersonal
relationships,
manage
confl ict and
identify
solutions to the
problems.
2. Team Building & Intergroup
i n t e r a c t i o n s : Activities are
designed and performed with groups
of people to improve interpersonal
relationships, manage confl ict and
identify solutions to the problems.
This sense of collective efforts
amongst team members and across
the teams enables them to face the
changes and provides a scientifi c
approach towards shift.
3. Sensitivity Training: Sensitivity
training provides opportunity for
unstructured interactions and
thus creates an environment of
empathy and tolerance towards
each other.
4. OD Consultation: OD consultants
act as a catalyst to break the
monotonous and deep-rooted culture,
and bring the positive change across
the organization. Consultants help
members to understand each other’s
importance and how employees
can become valuable to each other
during the times of change and how
they can collectively achieve the
organizational goals.
As I always say, OD is not a short
term task; it’s a long-term commitment
towards building a better future for
everyone in the organization. Your
next stage is defined by the culture
you adopt.
Share your concerns or your advice
for organization culture. Happy to
help! P & M
Vol. 10 Issue 1 • JANUARY 2019, Noida |
27