Building Organizational Culture - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Human Resource
+1 Other

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Hello Friends,
We are working on preparing a standard on Organizational Culture. We did a workshop on it also, to find out employee's opinion and how do they want their organization's culture like and the areas we need to improve upon.
Now, I want your help in presenting it. Can someone please share the template on how to present it so that it is well implemented in the organization and not documented only.

Dear Surabhi,
You had workshop on organisation culture. You had employee opinion survey also. Then what is the problem in presenting the information? Elephant is passed but what is holding it's tail?
I recommend you presenting the information in three part viz. (a) what is organisation culture and how it impacts the growth (b) what kind of activities were conducted (like workshop, who attended it, what surveys were conducted, who were involved in the survey etc (c) your recommendation. What needs to be done and how you would like to measure it and that too in what time span.
If you wish you may prepare the presentation and send it to me by mail. If I get time, I may review it.
Dinesh Divekar

Hi Surabhi,
One part is to educate people how the Culture Change can be effected. The other part and the main part is to do the Culture Change in the Company.
The first part is more of education and giving of information. This can be done in workshops.
But if the requirement is to bring in the Culture Change in a Company this would be a major exercise and may involve up to 3 months of work.
I represent Directive Communication International here in India. Mr. Arthur F Carmazzi is our boss. We have successfully completed Cultural Change programs in the Emirates Hospitality and Singapore Hospitals to name a few. Please visit for some details on this.
In Cultural Change programs you are first identifying the problem areas and then applying solutions using Directive Communication Psychology. It is very important that the Top Management is also involved in the program or the change becomes ineffective.
Maj (Retd) Deepak Dutt

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