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There are two types of goals, one is task goal and another is process goal. Former is about what needs to be achieved and latter is how it is to be achieved. Therefore, both types of cultures are important. Giving specific shape to organisation's culture is of course job of leadership. You can discuss with your leadership to create following type of culture:
- culture of competitiveness
- culture of performance
- culture of ownership
- culture of innovation
- culture of values
- culture of change
- culture of welfare
- culture of celebration
- culture of teamwork
- (above all) culture of discipline
Though I have mentioned various types of culture, there is no watertight arrangement between the cultures. One single incident may give example of various types of cultures. Secondly, start working as if yours is public limited company. Never think any time that "we are just 12 employee company". If you do this, growth of your company will start happening quite rapidly.
There were few things in my mind for asking this query:-
1. As per my previous queries and discussions, I am the only one HR in my office who has to make
HR polices. There is no any senior HR to supervise my work or guide me if I have taken right decision or not.
2.I contentiously think for the betterment,advancement and upgrading of employees as well as employer.
3. I am in learning phase, so I want to discuss more of the leadership styles along with its pros and cons.
I appreciate your intellectual curiosity. Nevertheless, limitations come with your designation. Therefore, at this stage do just fulfill the requirements of your boss. Just do what he/she says. Your major concern is earning trust of your boss. To earn trust you have to find your feet first. I understand your zeal to implement something that you have learnt in your MBA course. But then practical HR life is completely different from what you have learnt. Lest there could be mismatch between expectations of your boss and what you are doing. It could be detrimental to your career.
To bring more task orientation, the inculcation of culture of competitiveness, culture of performance, culture of ownership, culture of innovation which Shri Dinesh Divekar Sir has pointed out would help a long way . However, there is equal relevance for people orientation too, as the adage states, "Take care of your people, they will take care of your business"
My major concern is not to earn trust of my boss. I already won his trust so I am working here since last one year. I had discussion with my boss. We are planning to improve office culture. So, I was looking for more suggestions here on cite HR.
In regard to this discussion we need to understand the frame-work of the organisation and people associated with. At no case from the evolvement of work culture science none of the theory proved better. The science and theory does not have any flaw but fall when it clash with ego and emotions of human. The theory put by Mr. Forsyth as to define the Task-oriented and Relationship-oriented: as “Task-oriented leadership is a behavioural approach in which the leader focuses on the tasks that need to be performed in order to meet certain goals, or to achieve a certain performance standard. Relationship-oriented leadership is a behavioural approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members.
An organisation can only be result oriented when each members of the organisation understands the tasks and deliverance within the frame work of time. And organisational set-up must ready to acknowledge the task performed by the person. To put emphasis on work facilitation, Be Focused on structure, roles and tasks, ready to Produce desired results is a priority, Give emphasis on goal-setting and a clear plan to achieve goals and strict use of schedules and step-by-step plans, and a punishment/incentive system
Examples of some companies which have used process based processes to impact bottom line
Toyota with its just in time model for reducing waste and managing inventory has benefitted.
South West Airlines also improved its turnaround time like Indigo does in India.
Some benefits of process culture:
Better quality products and in your company better programs with lesser bugs probably
If your company culture is in line with tailored process approach it will improve customer satisfaction, delivery speed, and also delivery reliability.
You will have to identify the process required for delivery, training required to staff, timely inflow of information for completing the process.
Basically your company needs to study the processes they use for completing their projects and aim at having systems which attend to processes on priority.
You may call me on my mobile number +91-9900155394. In our personal discussion I will tell you what needs to be done to make organisation's culture process centric as well as task centric. Certain solutions cannot be provided unless we understand your challenges and your vision completely.