Hi all,
I request you all to guide me and suggest me for what can be done or what steps can be taken to improve the culture of the organization? i know the change may be slow but please share your views and guide me for the same.
Can we do some activities/games which can help in same.Please suggest
Regards,
Kriti
From India, Delhi
I request you all to guide me and suggest me for what can be done or what steps can be taken to improve the culture of the organization? i know the change may be slow but please share your views and guide me for the same.
Can we do some activities/games which can help in same.Please suggest
Regards,
Kriti
From India, Delhi
Dear Kriti,
Have you looked at the fountain anytime? Why do different fountains have different water shapes? It is because of the fountainhead! Therefore, it is not water but the fountainhead that determines the shape.
In an organisation, leadership is equivalent to the fountainhead. It is leadership that decides to give shape to the organisation's culture. Employees are equivalent to the water.
Are you the owner of the company? A change in culture, in a true sense, can happen only if you or your leadership are ready to do that.
Don't ever believe the myth that a few games will change the company's culture. If things were easy, then we would have every single company as an MNC and not just a few thousand!
For further doubts, feel free to contact me.
Ok...
Dinesh Divekar
From India, Bangalore
7855Have you looked at the fountain anytime? Why do different fountains have different water shapes? It is because of the fountainhead! Therefore, it is not water but the fountainhead that determines the shape.
In an organisation, leadership is equivalent to the fountainhead. It is leadership that decides to give shape to the organisation's culture. Employees are equivalent to the water.
Are you the owner of the company? A change in culture, in a true sense, can happen only if you or your leadership are ready to do that.
Don't ever believe the myth that a few games will change the company's culture. If things were easy, then we would have every single company as an MNC and not just a few thousand!
For further doubts, feel free to contact me.
Ok...
Dinesh Divekar
From India, Bangalore
Dear Kriti,
The first step to improve the culture of an organization is to provide your employees, complete 100% clarity on all the issues that may be plaguing individual minds in varying stages of evolution.
Second step is to make them know the specific knowledge about what is old and obsolete, hence to be discarded.
And many more Steps.............to explain.
Depending upon the severity of the situation at your end, we may suggest you a Training Program.
For more information, please get back to us.
Regards,
V V Harish
Training Coordinator
reachus at piiconsultants dot com
+91-9818212290
From India, Delhi
The first step to improve the culture of an organization is to provide your employees, complete 100% clarity on all the issues that may be plaguing individual minds in varying stages of evolution.
Second step is to make them know the specific knowledge about what is old and obsolete, hence to be discarded.
And many more Steps.............to explain.
Depending upon the severity of the situation at your end, we may suggest you a Training Program.
For more information, please get back to us.
Regards,
V V Harish
Training Coordinator
reachus at piiconsultants dot com
+91-9818212290
From India, Delhi
Thanks for your response Dinesh n Harish.
I understand Change in culture can happen if leadership/management is ready to do that and the management of our organisation is ready for that.
But i have to give some creative n innovative ideas or steps which we can implement.
From India, Delhi
I understand Change in culture can happen if leadership/management is ready to do that and the management of our organisation is ready for that.
But i have to give some creative n innovative ideas or steps which we can implement.
From India, Delhi
Dear Ms. Kriti,
I second to Mr. Dinesh. Since your MANAGEMENT is ready for bringing a SYSTEMATIC CHANGE IN CULTURE worth appreciable, that could also help your employees love to offer their services on long term professional relationship thus giving scope for generating more PROFITS and supporting significant growth in ORGANISATIONAL & EMPLOYEE STANDARDS.
For a better outcome, I strongly suggest your MANAGEMENT to initiate the process by calling your employees under one roof
1) ADDRESS them about EXPECTED RELEVANT CHANGES TO TAKE PLACE in your ORGANISATIONAL CULTURE along with their BENEFITS.
2) EXPECTED DURATION for reflecting whatever PLANNED
3) NOMINATE EMPLOYEES who can play the role of a MENTOR & COACH to support ACTIVITIES PLANNED
4) Update them about respective AUDIT to measure DESIRED CHANGES as PLANNED
5) REWARD those who supported the CHANGE MANAGEMENT PROCESS.
Hope this ACTION PLAN will help your organisation to IMPLEMENT and accommodate necessary CHANGE MANAGEMENT PROCESS as desired.
With profound regards
From India, Chennai
I second to Mr. Dinesh. Since your MANAGEMENT is ready for bringing a SYSTEMATIC CHANGE IN CULTURE worth appreciable, that could also help your employees love to offer their services on long term professional relationship thus giving scope for generating more PROFITS and supporting significant growth in ORGANISATIONAL & EMPLOYEE STANDARDS.
For a better outcome, I strongly suggest your MANAGEMENT to initiate the process by calling your employees under one roof
1) ADDRESS them about EXPECTED RELEVANT CHANGES TO TAKE PLACE in your ORGANISATIONAL CULTURE along with their BENEFITS.
2) EXPECTED DURATION for reflecting whatever PLANNED
3) NOMINATE EMPLOYEES who can play the role of a MENTOR & COACH to support ACTIVITIES PLANNED
4) Update them about respective AUDIT to measure DESIRED CHANGES as PLANNED
5) REWARD those who supported the CHANGE MANAGEMENT PROCESS.
Hope this ACTION PLAN will help your organisation to IMPLEMENT and accommodate necessary CHANGE MANAGEMENT PROCESS as desired.
With profound regards
From India, Chennai
Organisational culture cannot be changed overnight. It is a slow process. Unless you jot down the problem areas or weaknesses within the organisation, you cannot think about any change. After jotting down the problem areas, fix priorities and sort them out one by one according to priorities instead of taking them up together. Your efforts will bring fruit.
From India, Delhi
From India, Delhi
Dear Dinesh,
I totally agree with you. We are also employee but yes we can do something for the improvement of Culture by implementing some policies but we can implement such policies only if Top Management want change.
From India, Delhi
I totally agree with you. We are also employee but yes we can do something for the improvement of Culture by implementing some policies but we can implement such policies only if Top Management want change.
From India, Delhi
Dear Kriti,
As you have not given any details of the scenario (For example, what is the nature of the industry your organisation operates in, what is its size, and its structure (privately owned), and how much influence you have and how much money you can spare), it is not easy to guide you with specifics. All the other experts have given you suggestions and have made comments.
Please see change management principles, process, tips and change theory and models that gives you an idea of the amount of thought that has to go into changing ourselves or an organisation. Please also see http://www.change-management.com/tut...s-detailed.htm Prosci Inc use ADKAR process <link outdated-removed> and run webinars on the topic.
From United Kingdom
As you have not given any details of the scenario (For example, what is the nature of the industry your organisation operates in, what is its size, and its structure (privately owned), and how much influence you have and how much money you can spare), it is not easy to guide you with specifics. All the other experts have given you suggestions and have made comments.
Please see change management principles, process, tips and change theory and models that gives you an idea of the amount of thought that has to go into changing ourselves or an organisation. Please also see http://www.change-management.com/tut...s-detailed.htm Prosci Inc use ADKAR process <link outdated-removed> and run webinars on the topic.
From United Kingdom
Hi,
All are very good responses. But I feel the CULTURE is a broad term, and a very important aspect of organization for its stability and development. Many contribute to organizational culture like vision and mission, norms, values, language, discipline, symbols, working environment,habits, management styles, belief, inter-personnel relationships and relationship between employer and employee ............
So you need to analyze in specific with keen observation where exactly imbalances exist and you feel the change is needed. I tell you, Problems themselves give you the answers and ideas most of the times..... (whether the games you feel, yes it works out most in case you want to improve the inter-personnel relationships.......)
there are so many theories as to it, but for implementation in small organizations, especially in India, they look like hard ways to carve the mountains, also with the given instruments most importantly like Cost, time and cooperation...
Since, it is not possible to change as a whole overnight, i suggest this is one best way to look after......... dig inch by inch and create a Well to source sweet water..........
Good luck...
regards,
BSSV
From India, Bangalore
All are very good responses. But I feel the CULTURE is a broad term, and a very important aspect of organization for its stability and development. Many contribute to organizational culture like vision and mission, norms, values, language, discipline, symbols, working environment,habits, management styles, belief, inter-personnel relationships and relationship between employer and employee ............
So you need to analyze in specific with keen observation where exactly imbalances exist and you feel the change is needed. I tell you, Problems themselves give you the answers and ideas most of the times..... (whether the games you feel, yes it works out most in case you want to improve the inter-personnel relationships.......)
there are so many theories as to it, but for implementation in small organizations, especially in India, they look like hard ways to carve the mountains, also with the given instruments most importantly like Cost, time and cooperation...
Since, it is not possible to change as a whole overnight, i suggest this is one best way to look after......... dig inch by inch and create a Well to source sweet water..........
Good luck...
regards,
BSSV
From India, Bangalore
Dear Kirtiji,
Mr. Divekar Has quoted right example about fountain. My Experience says bussiness organisations develop valuable cuture after the struggle of many years.Change management is the most complicated issue these days.Lets Be practical and understand that its the top management and the descisive leadership which plans, directs and co-ordinates the bussiness plans.It Includes the ethics, principles,values and cultural development planning also.No Doubt, that HR Personnel play key role in it, but remember ,in bussiness,bussinessmen's first priority is focused on productivity and the profits.Therefore top management must provide enough leverage to bring in the culture what you are expecting to bring in.S
Last but not the least - Need arises and needs to be satisfied,Every satisfied employee can change provided that their needs at all levels be satisfied.
Thanks
From India, Vadodara
Mr. Divekar Has quoted right example about fountain. My Experience says bussiness organisations develop valuable cuture after the struggle of many years.Change management is the most complicated issue these days.Lets Be practical and understand that its the top management and the descisive leadership which plans, directs and co-ordinates the bussiness plans.It Includes the ethics, principles,values and cultural development planning also.No Doubt, that HR Personnel play key role in it, but remember ,in bussiness,bussinessmen's first priority is focused on productivity and the profits.Therefore top management must provide enough leverage to bring in the culture what you are expecting to bring in.S
Last but not the least - Need arises and needs to be satisfied,Every satisfied employee can change provided that their needs at all levels be satisfied.
Thanks
From India, Vadodara
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