Diagnosing Organizational culture

Here are I was referring to a cross section of

organizations,

-organization , who have made changes

-organization, who are standing still

-organization, who are waiting for things to happen

etc

regards

LEO LINGHAM

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LEO LINGHAM

PRINCIPAL:BestBusiCon Pty Ltd

Hello Soumya....

Now its heard that span of control is being replaced by span of communication due to change in organisation structure.

Do u agree with this statement.

looking forward for ur reply

cheers
Amrita

We need to specify attiributes to which this statement apply then it will be true in that sense .....

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Sincerely,

umalme

Dear friends,
Namaskar.

I read your posts. Probably you are searching what organisational attrrbutes should be rather than what organisational attributes are.

A culture is sui generis and evolves across time. So no one can claim that he or she has designed a culture. Broadly you can differentiate the following two models in an organisational ethos:

A-Traits in harmony model
1.Maturity
2.Wit
3.Humour
4.Creative intelligence and
5.Diffusabilty(abilty to diffuse tension within and without).

B.Traits of justice model
1.Provocativeness
2.Distortiveness
3.Misinterpretativeness
4.Fabricativeness and
5.Rationalizabilty.

See by and large which model prevails in your organisation and which is more productive.
Regards,
Jogeshwar.

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Jogeshwar mahanta

offcourse these are all shopishticated ones but can you relate what basic attributes are needed or practices to build on and achieve this behaviour level. I am talking about respect, heriarchy, candidate background, honesty, peronal and professional integrity, attitude towards mutual learning, individuality etc..

To summarize or an optimum behaviour of a degree of ownership in good as well as manage risk time when an employee financial needs are taken care of.

Regards

Anuj

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Sincerely,

umalme

Thank you friends for your valuable inputs !!!

Organization culture is defined as :
"a system of shared values and beliefs that produces norms of behavior and establish an organizational way of life" (Koberg & Chusmir, 1987, p.397).

Culture includes :

Values and beliefs- value integration
Leadership – management modeling, empowerment, developmental coaching, building effective teams.
Human resource systems- employee orientation, continues learning, performance management, reward systems
Organizational character- informal communication, organization feedback, adaptability to change

An important factor in analyzing organizational culture is to look for details. Details provide evidence of the organizational culture almost like a guide on a hunting trip, its to no avail only to know what a lion looks like, its imperative to know the footprint of the lion, to look for the broken twig, to look for evidence of the resting place, whether the lion is alone or with cubs in a pack. "Analyze the details" Analysis is important because culture influences every aspect of the organization and has an impact on the performance of organizations.

Now going back to my original question : Why companies are NOT diagnosing their culture if HR persons, like you all, know the, importance and the effect, of a proper or conducive culture on the bottomline.....

I tried to find out different frameworks and models to diagnose the Organizational culture but i found that there is hardly any company in India who have done such kind of exercise, but whosoever did it, has gained a lot from making a conducive culture.........

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Regards,

Hemant Godbole

Thank you friends for your valuable inputs !!!

Organization culture is defined as :
"a system of shared values and beliefs that produces norms of behavior and establish an organizational way of life" (Koberg & Chusmir, 1987, p.397).

Culture includes :

Values and beliefs- value integration
Leadership – management modeling, empowerment, developmental coaching, building effective teams.
Human resource systems- employee orientation, continues learning, performance management, reward systems
Organizational character- informal communication, organization feedback, adaptability to change

An important factor in analyzing organizational culture is to look for details. Details provide evidence of the organizational culture almost like a guide on a hunting trip, its to no avail only to know what a lion looks like, its imperative to know the footprint of the lion, to look for the broken twig, to look for evidence of the resting place, whether the lion is alone or with cubs in a pack. "Analyze the details" Analysis is important because culture influences every aspect of the organization and has an impact on the performance of organizations.

Now going back to my original question : Why companies are NOT diagnosing their culture if HR persons, like you all, know the, importance and the effect, of a proper or conducive culture on the bottomline.....

I tried to find out different frameworks and models to diagnose the Organizational culture but i found that there is hardly any company in India who have done such kind of exercise, but whosoever did it, has gained a lot from making a conducive culture.........

__________________
Regards,

Hemant Godbole

Thank you friends for your valuable inputs !!!

Organization culture is defined as :
"a system of shared values and beliefs that produces norms of behavior and establish an organizational way of life" (Koberg & Chusmir, 1987, p.397).

Culture includes :

Values and beliefs- value integration
Leadership – management modeling, empowerment, developmental coaching, building effective teams.
Human resource systems- employee orientation, continues learning, performance management, reward systems
Organizational character- informal communication, organization feedback, adaptability to change

An important factor in analyzing organizational culture is to look for details. Details provide evidence of the organizational culture almost like a guide on a hunting trip, its to no avail only to know what a lion looks like, its imperative to know the footprint of the lion, to look for the broken twig, to look for evidence of the resting place, whether the lion is alone or with cubs in a pack. "Analyze the details" Analysis is important because culture influences every aspect of the organization and has an impact on the performance of organizations.

Now going back to my original question : Why companies are NOT diagnosing their culture if HR persons, like you all, know the, importance and the effect, of a proper or conducive culture on the bottomline.....

I tried to find out different frameworks and models to diagnose the Organizational culture but i found that there is hardly any company in India who have done such kind of exercise, but whosoever did it, has gained a lot from making a conducive culture.........

__________________
Regards,

Hemant Godbole

Do you have any research paper or book or any body working currently in this area..

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Sincerely,

umalme

As a matter of fact i was working on it in Pune. Yes i do have a research paper on the same. It is quite old though..... R u also planning to do something in this direction ????

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Regards,

Hemant Godbole