Hi all, I request you all to guide me and suggest 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 that can help in the same? Please suggest.
Regards,
Kriti
From India, Delhi
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Regards,
Kriti
From India, Delhi
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Have you looked at a fountain anytime? Why do different fountains have different water shapes? It is because of the fountainhead. Therefore, it is not the water but the fountainhead that determines the shape.
In an organization, leadership is equivalent to the fountainhead. It is leadership that decides the shape of the organization'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 that easy, then every company would have become an MNC and not just a few thousand companies!
For further doubts, feel free to contact me.
Regards,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
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8072In an organization, leadership is equivalent to the fountainhead. It is leadership that decides the shape of the organization'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 that easy, then every company would have become an MNC and not just a few thousand companies!
For further doubts, feel free to contact me.
Regards,
Dinesh Divekar
[Phone Number Removed For Privacy Reasons]
From India, Bangalore
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Thank you for your response, Dinesh and Harish. I understand that a change in culture can occur if leadership and management are willing to make that shift, and the management of our organization is prepared for it. However, I need to provide some creative and innovative ideas or steps that we can implement.
From India, Delhi
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From India, Delhi
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I second Mr. Dinesh's sentiments. Since your management is ready to bring about a systematic change in culture, which is commendable, it could also help your employees become more inclined to offer their services in a long-term professional relationship. This, in turn, would create opportunities for generating more profits and supporting significant growth in both organizational and employee standards.
Action Plan for Cultural Change
For a more favorable outcome, I strongly recommend that your management initiates the process by gathering all employees under one roof:
1. Address them regarding the expected relevant changes to take place in your organizational culture along with their associated benefits.
2. Specify the expected duration for the implementation of the planned changes.
3. Nominate employees who can act as mentors and coaches to support the planned activities.
4. Keep them informed about the respective audit processes to measure the desired changes as planned.
5. Recognize and reward those who have supported the change management process.
I hope this action plan will assist your organization in implementing and accommodating the necessary change management processes as desired.
With profound regards,
Regards
From India, Chennai
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Action Plan for Cultural Change
For a more favorable outcome, I strongly recommend that your management initiates the process by gathering all employees under one roof:
1. Address them regarding the expected relevant changes to take place in your organizational culture along with their associated benefits.
2. Specify the expected duration for the implementation of the planned changes.
3. Nominate employees who can act as mentors and coaches to support the planned activities.
4. Keep them informed about the respective audit processes to measure the desired changes as planned.
5. Recognize and reward those who have supported the change management process.
I hope this action plan will assist your organization in implementing and accommodating the necessary change management processes as desired.
With profound regards,
Regards
From India, Chennai
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Steps to Change Organizational Culture
Organizational culture cannot be changed overnight. It is a slow process. Unless you jot down the problem areas or weaknesses within the organization, 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 bear fruit.
From India, Delhi
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Organizational culture cannot be changed overnight. It is a slow process. Unless you jot down the problem areas or weaknesses within the organization, 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 bear fruit.
From India, Delhi
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I totally agree with you. We are also employees, but yes, we can do something for the improvement of culture by implementing some policies. However, we can implement such policies only if the top management wants change.
From India, Delhi
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From India, Delhi
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As you have not provided any details of the scenario (for example, the nature of the industry your organization operates in, its size, its structure—whether privately owned—and how much influence you have or how much money you can spare), it is not easy to guide you with specifics. All the other experts have given you suggestions and made comments.
Please see change management principles, process, tips, and change theory and models that give you an idea of the amount of thought that has to go into changing ourselves or an organization. Please also see http://www.change-management.com/tut...s-detailed.htm. Prosci Inc. uses the ADKAR process and runs webinars on the topic.
From United Kingdom
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Please see change management principles, process, tips, and change theory and models that give you an idea of the amount of thought that has to go into changing ourselves or an organization. Please also see http://www.change-management.com/tut...s-detailed.htm. Prosci Inc. uses the ADKAR process and runs webinars on the topic.
From United Kingdom
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All responses are very good. However, I feel that CULTURE is a broad term and a crucial aspect of an organization for its stability and development. Many factors contribute to organizational culture, such as vision and mission, norms, values, language, discipline, symbols, working environment, habits, management styles, beliefs, interpersonal relationships, and the relationship between employer and employee.
Therefore, you need to analyze specifically and with keen observation where imbalances exist and where change is needed. It is important to note that problems themselves often provide answers and ideas. For instance, if you aim to improve interpersonal relationships, the solutions lie within the issues you identify.
While there are numerous theories on this subject, implementing them in small organizations, especially in India, can seem like trying to carve mountains with limited resources such as cost, time, and cooperation.
As it is not feasible to change everything overnight, I suggest that a gradual approach is the best way forward. By digging inch by inch, you can create a well to source sweet water.
Good luck.
Regards,
BSSV
From India, Bangalore
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Therefore, you need to analyze specifically and with keen observation where imbalances exist and where change is needed. It is important to note that problems themselves often provide answers and ideas. For instance, if you aim to improve interpersonal relationships, the solutions lie within the issues you identify.
While there are numerous theories on this subject, implementing them in small organizations, especially in India, can seem like trying to carve mountains with limited resources such as cost, time, and cooperation.
As it is not feasible to change everything overnight, I suggest that a gradual approach is the best way forward. By digging inch by inch, you can create a well to source sweet water.
Good luck.
Regards,
BSSV
From India, Bangalore
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Mr. Divekar has quoted the right example about a fountain. My experience says business organizations develop valuable culture after the struggle of many years. Change management is the most complicated issue these days. Let's be practical and understand that it's the top management and the decisive leadership which plans, directs, and coordinates the business plans. It includes the ethics, principles, values, and cultural development planning also.
No doubt, HR personnel play a key role in it, but remember, in business, the first priority of businessmen is focused on productivity and profits. Therefore, top management must provide enough leverage to bring in the culture that you are expecting to establish.
Last but not least, a need arises and needs to be satisfied. Every satisfied employee can change, provided that their needs at all levels are satisfied.
Thanks
From India, Vadodara
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No doubt, HR personnel play a key role in it, but remember, in business, the first priority of businessmen is focused on productivity and profits. Therefore, top management must provide enough leverage to bring in the culture that you are expecting to establish.
Last but not least, a need arises and needs to be satisfied. Every satisfied employee can change, provided that their needs at all levels are satisfied.
Thanks
From India, Vadodara
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As well said by Mr. Dinesh, any organization's culture mostly depends on its leadership. You have to first set your goals.
Draft the Vision of Management
Prepare a Code of Conduct.
Make an HR Policy. This is the most effective way to establish a good culture in the organization. While preparing the HR policy regarding leave, incentives, and appraisals, you should be very fair. Don't create a vision through cost-cutting. Cost-cutting may reduce expenses but can lead to the loss of important values. Always keep this in mind while drafting the HR Policy. Factors such as the amount of leave, extent of incentives, and promotion schemes always have a positive or adverse effect on the organization's culture.
As Dinesh sir mentioned about leadership, firstly, you have to determine the kind of leadership you want to develop and implement in the plant. Always be positive and avoid firing or shouting at employees. Instead, bring them together to achieve your goals.
Every employee of your organization should feel like a member and owner of your plant. This approach will help in resolving disputes and maintaining strong relationships.
Focus on the personal events of your staff.
Don't treat workers as inferior or low-level humans. The way you treat your line staff and workers sets the tone for your organization's culture. Always try to understand their responsibilities.
Avoid creating divisions among employees, such as favorites and non-favorites.
The salary policy should be transparent, with no hidden costs.
If employees are working overtime, compensate them for that. Overtime should not be considered a burden but an investment in preventing future losses.
Organize a get-together every year for all levels of employees with their family members. Try arranging this event at your plant to give the families of your employees a glimpse into where and how their loved ones work.
Annual increments and bonus distributions should be fair. Distributing sweets during Diwali and Ganeshotsav are also contributing factors to a positive culture.
Most importantly, recruiting the right people for the right positions is crucial.
Transparency is key, and there should be no hidden factors.
By following these steps, you can establish the best culture in your organization.
Regards,
Mangesh Wakodkar Aurangabad
From India, Pune
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Draft the Vision of Management
Prepare a Code of Conduct.
Make an HR Policy. This is the most effective way to establish a good culture in the organization. While preparing the HR policy regarding leave, incentives, and appraisals, you should be very fair. Don't create a vision through cost-cutting. Cost-cutting may reduce expenses but can lead to the loss of important values. Always keep this in mind while drafting the HR Policy. Factors such as the amount of leave, extent of incentives, and promotion schemes always have a positive or adverse effect on the organization's culture.
As Dinesh sir mentioned about leadership, firstly, you have to determine the kind of leadership you want to develop and implement in the plant. Always be positive and avoid firing or shouting at employees. Instead, bring them together to achieve your goals.
Every employee of your organization should feel like a member and owner of your plant. This approach will help in resolving disputes and maintaining strong relationships.
Focus on the personal events of your staff.
Don't treat workers as inferior or low-level humans. The way you treat your line staff and workers sets the tone for your organization's culture. Always try to understand their responsibilities.
Avoid creating divisions among employees, such as favorites and non-favorites.
The salary policy should be transparent, with no hidden costs.
If employees are working overtime, compensate them for that. Overtime should not be considered a burden but an investment in preventing future losses.
Organize a get-together every year for all levels of employees with their family members. Try arranging this event at your plant to give the families of your employees a glimpse into where and how their loved ones work.
Annual increments and bonus distributions should be fair. Distributing sweets during Diwali and Ganeshotsav are also contributing factors to a positive culture.
Most importantly, recruiting the right people for the right positions is crucial.
Transparency is key, and there should be no hidden factors.
By following these steps, you can establish the best culture in your organization.
Regards,
Mangesh Wakodkar Aurangabad
From India, Pune
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Culture change is not impossible, though it is challenging. The most important factor in culture change is "Effective Communication." It depends on what cultural aspects you are willing to change; if it's a behavior change, then it might take time, but yes, you can do it. The leaders, CEO, or whoever is heading this change should be passionate about this change and should give that confidence to employees and leaders. Line managers or direct supervisors should be trained effectively to promote and lead this change.
You were absolutely right when you asked about activities. However easy it may sound, it is a perfect tool to at least get started. You have to know how that cultural change will benefit your company; it cannot be baseless; otherwise, you can never win the confidence of employees.
Hope that helps... Good Luck!
From India, Mumbai
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You were absolutely right when you asked about activities. However easy it may sound, it is a perfect tool to at least get started. You have to know how that cultural change will benefit your company; it cannot be baseless; otherwise, you can never win the confidence of employees.
Hope that helps... Good Luck!
From India, Mumbai
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Improving the culture of the organization is the biggest challenge these days. It is rightly said that this is a slow process, but certainly, some things can make a difference in the organization:
1. Improvement in the communication system of the organization.
2. Walking the talk.
3. Cross-departmental activities.
4. Increase in involvement and participation of the employees in various activities and groups.
5. Giving proper training to the employees.
These things are actually implemented in my company, and I have seen the difference.
Thanks
Regards
From India, Ahmadabad
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1. Improvement in the communication system of the organization.
2. Walking the talk.
3. Cross-departmental activities.
4. Increase in involvement and participation of the employees in various activities and groups.
5. Giving proper training to the employees.
These things are actually implemented in my company, and I have seen the difference.
Thanks
Regards
From India, Ahmadabad
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Bringing about change in the work culture and behavioral change is very challenging work, yet the courage and interest shown by you is appreciable. I hope your management supports this, and I believe the management is keen too.
Steps to Implement Change in Work Culture
In my view, to bring about such changes, what is needed is:
1. Have a detailed study of your organization in respect of various processes, procedures, policies, systems, and, of course, employees and their attitudes towards the organization.
2. Analyze to conclude whether the desired changes are really necessary or not, and if so, which areas need immediate changes.
3. Convey your findings and the necessity for the change.
4. Plan for implementing the step-by-step changes through a learning process so that existing employees do not feel overwhelmed by the changes and can easily adapt to them.
5. If employees are reluctant to the changes, find out the root causes and ensure they are trained and made to understand the benefits of the change.
6. Treat every employee as your close colleague and assure them of improvement through the desired changes.
7. Rest assured, if changes are required to be made, training people and gaining their confidence should be the first priority.
8. I am also sure that if the changes are ingrained in the minds of people and directed towards their benefits by aligning their efforts with the organizational goal, success will come faster than ever.
Thanks
From India, Vadodara
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Steps to Implement Change in Work Culture
In my view, to bring about such changes, what is needed is:
1. Have a detailed study of your organization in respect of various processes, procedures, policies, systems, and, of course, employees and their attitudes towards the organization.
2. Analyze to conclude whether the desired changes are really necessary or not, and if so, which areas need immediate changes.
3. Convey your findings and the necessity for the change.
4. Plan for implementing the step-by-step changes through a learning process so that existing employees do not feel overwhelmed by the changes and can easily adapt to them.
5. If employees are reluctant to the changes, find out the root causes and ensure they are trained and made to understand the benefits of the change.
6. Treat every employee as your close colleague and assure them of improvement through the desired changes.
7. Rest assured, if changes are required to be made, training people and gaining their confidence should be the first priority.
8. I am also sure that if the changes are ingrained in the minds of people and directed towards their benefits by aligning their efforts with the organizational goal, success will come faster than ever.
Thanks
From India, Vadodara
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Change Management.ppt