How can we make office culture more process/task oriented rather than people oriented? Is this a good approach?
From India, Delhi
Acknowledge(2)
Amend(0)
22From India, Delhi
Acknowledge(2)Amend(0)
Dear Richa,
Types of goals
There are two types of goals: one is a task goal, and the other is a process goal. The former is about what needs to be achieved, and the latter is about how it is to be achieved. Therefore, both types of cultures are important. Giving specific shape to an organization's culture is, of course, the job of leadership. You can discuss with your leadership to create the following types of sub-cultures:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of measurement
- (above all) a culture of discipline
Though I have mentioned various types of cultures, there is no watertight arrangement between the cultures. One single incident may give an example of various types of cultures. Secondly, start working as if yours is a public limited company. Never think at any time that "we are just a 12-employee company." If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(10)
Amend(0)
Types of goals
There are two types of goals: one is a task goal, and the other is a process goal. The former is about what needs to be achieved, and the latter is about how it is to be achieved. Therefore, both types of cultures are important. Giving specific shape to an organization's culture is, of course, the job of leadership. You can discuss with your leadership to create the following types of sub-cultures:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of measurement
- (above all) a culture of discipline
Though I have mentioned various types of cultures, there is no watertight arrangement between the cultures. One single incident may give an example of various types of cultures. Secondly, start working as if yours is a public limited company. Never think at any time that "we are just a 12-employee company." If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(10)+5 more
Amend(0)
Balancing Task Orientation and People Concern in Organizations
In general, organizations tend to be task-oriented and take people for granted. The famous Blake & Mouton Managerial Grid Theory discusses the various leadership styles an organization can adopt. It can be said with certainty that organizations need to balance their task orientation and concern for people; either of the two in excess is detrimental.
To enhance task orientation, inculcating a culture of competitiveness, performance, ownership, and innovation—which Shri Dinesh Divekar Sir has pointed out—would be beneficial. However, there is equal relevance for people orientation too, as the adage states, "Take care of your people, and they will take care of your business."
From India, Mumbai
Acknowledge(4)
Amend(0)
In general, organizations tend to be task-oriented and take people for granted. The famous Blake & Mouton Managerial Grid Theory discusses the various leadership styles an organization can adopt. It can be said with certainty that organizations need to balance their task orientation and concern for people; either of the two in excess is detrimental.
To enhance task orientation, inculcating a culture of competitiveness, performance, ownership, and innovation—which Shri Dinesh Divekar Sir has pointed out—would be beneficial. However, there is equal relevance for people orientation too, as the adage states, "Take care of your people, and they will take care of your business."
From India, Mumbai
Acknowledge(4)Amend(0)
Dear Dinesh Divekar,
My major concern is not to earn the trust of my boss. I already won his trust, so I have been working here for the past year. I had a discussion with my boss, and we are planning to improve the office culture. Therefore, I am looking for more suggestions here on the CiteHR platform.
Thank you.
From India, Delhi
Acknowledge(1)
Amend(0)
My major concern is not to earn the trust of my boss. I already won his trust, so I have been working here for the past year. I had a discussion with my boss, and we are planning to improve the office culture. Therefore, I am looking for more suggestions here on the CiteHR platform.
Thank you.
From India, Delhi
Acknowledge(1)Amend(0)
In regard to this discussion, we need to understand the framework of the organization and the people associated with it. Since the evolution of work culture science, no theory has proven to be better. The science and theory themselves do not have flaws but falter when they clash with human ego and emotions.
Task-oriented and Relationship-oriented Leadership
The theory put forth by Mr. Forsyth defines task-oriented and relationship-oriented leadership as follows: “Task-oriented leadership is a behavioral 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 behavioral approach in which the leader focuses on the satisfaction, motivation, and the general well-being of the team members."
An organization can only be result-oriented when each member understands the tasks and deliverables within the framework of time. The organizational setup must be ready to acknowledge the tasks performed by individuals. To emphasize work facilitation, focus on structure, roles, and tasks, and be prepared to produce desired results. It is a priority to emphasize goal-setting and have a clear plan to achieve goals, with strict use of schedules and step-by-step plans, along with a punishment/incentive system.
From India, Mumbai
Acknowledge(2)Amend(0)
Task-oriented and Relationship-oriented Leadership
The theory put forth by Mr. Forsyth defines task-oriented and relationship-oriented leadership as follows: “Task-oriented leadership is a behavioral 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 behavioral approach in which the leader focuses on the satisfaction, motivation, and the general well-being of the team members."
An organization can only be result-oriented when each member understands the tasks and deliverables within the framework of time. The organizational setup must be ready to acknowledge the tasks performed by individuals. To emphasize work facilitation, focus on structure, roles, and tasks, and be prepared to produce desired results. It is a priority to emphasize goal-setting and have a clear plan to achieve goals, with strict use of schedules and step-by-step plans, along with a punishment/incentive system.
From India, Mumbai
Acknowledge(2)Amend(0)
Dear Prabhat sir,
My organization is a "pvt. ltd." IT company and has around 55 employees. There is only one Director, and I am the only HR in this company.
Kindly, let me know some positive aspects of a process-oriented work culture if possible.
From India, Delhi
Acknowledge(0)Amend(0)
My organization is a "pvt. ltd." IT company and has around 55 employees. There is only one Director, and I am the only HR in this company.
Kindly, let me know some positive aspects of a process-oriented work culture if possible.
From India, Delhi
Acknowledge(0)Amend(0)
Understanding Process Culture
An organizational culture that supports the design and maintenance of efficient and effective business processes constitutes a process culture. Business processes are a logical link between business strategy, business model, and day-to-day operations. Process culture is a signature mark of employee behavior, attitude, and practices that drive all the activities performed on a daily basis to positively and consistently impact strategic objectives.
Examples of Companies with Process-Based Approaches
Examples of some companies that have used process-based approaches to impact their bottom line include Toyota, with its just-in-time model for reducing waste and managing inventory, and Southwest Airlines, which improved its turnaround time similarly to Indigo in India.
Benefits of a Process Culture
Some benefits of a process culture include better quality products and, in your company, better programs with fewer bugs. If your company's culture aligns with a tailored process approach, it will enhance customer satisfaction, delivery speed, and delivery reliability. Identifying the necessary processes for delivery, providing staff training, and ensuring timely information flow are crucial aspects of this approach.
Essentially, your company needs to study the processes used to complete projects and focus on implementing systems that prioritize process efficiency.
From India, Pune
Acknowledge(1)
Amend(0)
An organizational culture that supports the design and maintenance of efficient and effective business processes constitutes a process culture. Business processes are a logical link between business strategy, business model, and day-to-day operations. Process culture is a signature mark of employee behavior, attitude, and practices that drive all the activities performed on a daily basis to positively and consistently impact strategic objectives.
Examples of Companies with Process-Based Approaches
Examples of some companies that have used process-based approaches to impact their bottom line include Toyota, with its just-in-time model for reducing waste and managing inventory, and Southwest Airlines, which improved its turnaround time similarly to Indigo in India.
Benefits of a Process Culture
Some benefits of a process culture include better quality products and, in your company, better programs with fewer bugs. If your company's culture aligns with a tailored process approach, it will enhance customer satisfaction, delivery speed, and delivery reliability. Identifying the necessary processes for delivery, providing staff training, and ensuring timely information flow are crucial aspects of this approach.
Essentially, your company needs to study the processes used to complete projects and focus on implementing systems that prioritize process efficiency.
From India, Pune
Acknowledge(1)Amend(0)
Though I am not an expert in management studies, the answers given by professionals with up-to-date knowledge in the subject like Dinesh Divekar and Prabhat Ranjan to your initial question, and your apt response with some follow-ups, encourage me also to participate in this interesting and nice discussion.
Understanding Organizational Culture
As I understand it, organizational culture is best reflected in the organizational climate, in both of which the shared values or attitudes and the corresponding behavior of the people in the organization become the focal points. Since yours is a small organization in the IT sector, the growth and development of it depend on your competitive edge, which is determined by the time-bound qualitative delivery of your services to your clients.
Process-Oriented vs. People-Oriented Approach
If you lean more towards a process-oriented approach, of course, you would be very successful in terms of short-term growth. However, the development of any organization encompasses overall structural changes, which is certainly a long-term affair. Simply put, by a process-oriented or task-oriented approach, you tend to micro-manage, and by a people-oriented approach, you lead or inspire. What is essential is a mash-up of both.
From India, Salem
Acknowledge(3)
Amend(0)
Understanding Organizational Culture
As I understand it, organizational culture is best reflected in the organizational climate, in both of which the shared values or attitudes and the corresponding behavior of the people in the organization become the focal points. Since yours is a small organization in the IT sector, the growth and development of it depend on your competitive edge, which is determined by the time-bound qualitative delivery of your services to your clients.
Process-Oriented vs. People-Oriented Approach
If you lean more towards a process-oriented approach, of course, you would be very successful in terms of short-term growth. However, the development of any organization encompasses overall structural changes, which is certainly a long-term affair. Simply put, by a process-oriented or task-oriented approach, you tend to micro-manage, and by a people-oriented approach, you lead or inspire. What is essential is a mash-up of both.
From India, Salem
Acknowledge(3)Amend(0)
Dear Richa, it is always said that small is good. That is why we say, "small is beautiful." As you are the only one in HR looking after the affairs of the company, always emphasize the system and introduce a system that will run the show, not the individuals. Always hire or select raw candidates to whom you can instill your system and who will act in accordance with it. You and the team should prepare SOPs and circulate them among all to ensure compliance. If necessary, your management can conduct training on the subject. Our objective and motto are to achieve the GOAL. To achieve the goal at any cost or by any means should not be the attitude, but rather a process. Do not always insist on change; try to mend or repair, as too many changes could lead to a loss of originality.
From India, Mumbai
Acknowledge(1)Amend(0)
From India, Mumbai
Acknowledge(1)Amend(0)
Dear Richa,
To implement your knowledge in the organization, the first thing you need to do is "SET AN EXAMPLE." First, try to make your work area system-oriented and always aim to start with the low-hanging fruit, meaning begin with the easiest area. This approach will help you gain confidence with your top management, allowing you to progress step by step to other areas as well.
Sanjay
Ambala
From India, Jhajjar
Acknowledge(0)Amend(0)
To implement your knowledge in the organization, the first thing you need to do is "SET AN EXAMPLE." First, try to make your work area system-oriented and always aim to start with the low-hanging fruit, meaning begin with the easiest area. This approach will help you gain confidence with your top management, allowing you to progress step by step to other areas as well.
Sanjay
Ambala
From India, Jhajjar
Acknowledge(0)Amend(0)
Dear Richa, Dineshji, Nathroa Sir, and all the respected members have given excellent insight on the subject. I appreciate the way our seniors are guiding us.
The Importance of Process-Oriented Organizations
In my view and experience, process-oriented, procedure-based organizations usually have a very strong base and management with the latest technology at hand to take care of systems at work, including training, which is one of the most important parts from the beginning to the end.
The Role of Employees in Organizations
However, the most important aspect for any organization is their people (employees). They are assets of the organization. I would, therefore, say, "Look after the staff first and they will take care of every customer." Here, I am referring to people-oriented organizations where culture, environment, facilities, accessibility, and awareness are essential before implementing processes and procedures.
Balancing Employee Care and Organizational Goals
I strongly recommend the policy that if people are taken care of and trained to know their responsibilities and accountability, the objectives of both employee satisfaction and organizational goals can easily be achieved. Discipline is good, but too much micromanagement ruins professional relationships. Leaders don't micromanage; they simply manage and keep things simple for everybody.
From India, Vadodara
Acknowledge(1)Amend(0)
The Importance of Process-Oriented Organizations
In my view and experience, process-oriented, procedure-based organizations usually have a very strong base and management with the latest technology at hand to take care of systems at work, including training, which is one of the most important parts from the beginning to the end.
The Role of Employees in Organizations
However, the most important aspect for any organization is their people (employees). They are assets of the organization. I would, therefore, say, "Look after the staff first and they will take care of every customer." Here, I am referring to people-oriented organizations where culture, environment, facilities, accessibility, and awareness are essential before implementing processes and procedures.
Balancing Employee Care and Organizational Goals
I strongly recommend the policy that if people are taken care of and trained to know their responsibilities and accountability, the objectives of both employee satisfaction and organizational goals can easily be achieved. Discipline is good, but too much micromanagement ruins professional relationships. Leaders don't micromanage; they simply manage and keep things simple for everybody.
From India, Vadodara
Acknowledge(1)Amend(0)
I agree with Mr. Prabhat and Mr. Dinesh. Practically, I would suggest you focus on both tasks and people as they are equally important. If either one is lacking in the industry, you may face difficulties in achieving the organization's vision, mission, and goals.
Recommendations for the IT Sector
Since you are in the IT sector, here are some recommendations:
1. Strengthen your PMS practices and link them with KRAs. Many industries follow KRAs but do not adopt them properly, leading to liabilities for organizations. Implement serious measures and milestones, and review them accordingly. Ensure that the review system is adhered to properly, or it will not reflect in the performance.
2. Develop a culture of competitiveness by engaging in 5S activities and implementing rolling rewards. KAIZEN is an excellent practice that fosters teamwork and healthy competition.
3. Conduct quarterly communication meetings with the team, where top management will share FY targets and the necessary measures to achieve goals. These should be reflected in an action plan and tracked by a nominated person.
4. Maintain a training ratio of 60% technical and 40% behavioral, including MDP and awareness programs.
By implementing these practices in the organization, you can expect to see positive changes within 8-12 months. Remember, good practices for people orientation must be continued to maintain balance.
Kind regards
From India, Kanpur
Acknowledge(1)Amend(0)
Recommendations for the IT Sector
Since you are in the IT sector, here are some recommendations:
1. Strengthen your PMS practices and link them with KRAs. Many industries follow KRAs but do not adopt them properly, leading to liabilities for organizations. Implement serious measures and milestones, and review them accordingly. Ensure that the review system is adhered to properly, or it will not reflect in the performance.
2. Develop a culture of competitiveness by engaging in 5S activities and implementing rolling rewards. KAIZEN is an excellent practice that fosters teamwork and healthy competition.
3. Conduct quarterly communication meetings with the team, where top management will share FY targets and the necessary measures to achieve goals. These should be reflected in an action plan and tracked by a nominated person.
4. Maintain a training ratio of 60% technical and 40% behavioral, including MDP and awareness programs.
By implementing these practices in the organization, you can expect to see positive changes within 8-12 months. Remember, good practices for people orientation must be continued to maintain balance.
Kind regards
From India, Kanpur
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Soft Skill Refresher and customer orientation.zip
Induction, Orientation & Integration.doc