Understanding Organizational Culture
Organization culture is one of those important areas of business that is neither fully understood nor utilized to achieve success. It is difficult to define it in absolute terms because there is no absolute culture. It is relative. It is not merely a feeling or an intangible vibe. It is one of the most critical drivers that, if not consciously evolved, set, and nurtured over a period of time, will not bring long-term sustainable success. The culture of the organization is the shadow of the leader. It cannot be manufactured; it has to be genuinely nurtured by everyone from the leader down.
What Drives Organizational Culture?
Now, it comes to understanding what drives the culture of an organization. Is it the power or ego of the leader? Is it encouragement or empowerment at all levels? Leadership fuels culture, and culture fuels actions that consistently reflect values and beliefs. Having values and beliefs on paper in the boardroom is one thing, but making them come alive and modeled throughout is another. Bringing the values of the organization to the life of the employees is the role of HR professionals. To create a value-driven culture, you have to hire individuals using values as a filter. Authenticity and value have a long life.
Elements of a Vibrant Work Culture
A vibrant work culture requires openness, cross-department collaboration, encouragement, empowerment, teamwork, trust, transparency, and high emotional intelligence (EI) of people. It requires an environment to flourish. The environment is built up by managers through strategic clear communication to behave, act, and decide in a way that makes values and beliefs alive. High emotional intelligence of managers helps build an environment that energizes people.
Role of HR in Shaping Culture
HR professionals have the opportunity to act as culture builders because HR practices have a significant, positive, and meaningful relationship with organizational culture. Such practices become the means whereby work culture is created, developed, and maintained. HR can become a powerful lever for shaping the culture. They are key internal catalysts for supporting and enabling the organization's values. HR has to move from being a subject expert providing operational excellence to being a culture builder of the organization.
While the values of the organization are set by top leaders, it is HR that needs to act as a mirror of those values and facilitate leaders in making decisions that support and nurture those values set by them. It can also be a challenge for HR to influence the thought process of business leaders in this respect.
This month's cover theme is about organizational culture. Management thinkers, professionals, and experts from different industries and business organizations have captured the subject, discussed different dimensions, raised possibilities, and posed many questions for all of us to ponder.
Regards,
Anil Kaushik
Business Manager-HR Magazine
From India, Delhi
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181Organization culture is one of those important areas of business that is neither fully understood nor utilized to achieve success. It is difficult to define it in absolute terms because there is no absolute culture. It is relative. It is not merely a feeling or an intangible vibe. It is one of the most critical drivers that, if not consciously evolved, set, and nurtured over a period of time, will not bring long-term sustainable success. The culture of the organization is the shadow of the leader. It cannot be manufactured; it has to be genuinely nurtured by everyone from the leader down.
What Drives Organizational Culture?
Now, it comes to understanding what drives the culture of an organization. Is it the power or ego of the leader? Is it encouragement or empowerment at all levels? Leadership fuels culture, and culture fuels actions that consistently reflect values and beliefs. Having values and beliefs on paper in the boardroom is one thing, but making them come alive and modeled throughout is another. Bringing the values of the organization to the life of the employees is the role of HR professionals. To create a value-driven culture, you have to hire individuals using values as a filter. Authenticity and value have a long life.
Elements of a Vibrant Work Culture
A vibrant work culture requires openness, cross-department collaboration, encouragement, empowerment, teamwork, trust, transparency, and high emotional intelligence (EI) of people. It requires an environment to flourish. The environment is built up by managers through strategic clear communication to behave, act, and decide in a way that makes values and beliefs alive. High emotional intelligence of managers helps build an environment that energizes people.
Role of HR in Shaping Culture
HR professionals have the opportunity to act as culture builders because HR practices have a significant, positive, and meaningful relationship with organizational culture. Such practices become the means whereby work culture is created, developed, and maintained. HR can become a powerful lever for shaping the culture. They are key internal catalysts for supporting and enabling the organization's values. HR has to move from being a subject expert providing operational excellence to being a culture builder of the organization.
While the values of the organization are set by top leaders, it is HR that needs to act as a mirror of those values and facilitate leaders in making decisions that support and nurture those values set by them. It can also be a challenge for HR to influence the thought process of business leaders in this respect.
This month's cover theme is about organizational culture. Management thinkers, professionals, and experts from different industries and business organizations have captured the subject, discussed different dimensions, raised possibilities, and posed many questions for all of us to ponder.
Regards,
Anil Kaushik
Business Manager-HR Magazine
From India, Delhi
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