Work Culture is Person-specific and function-specific. Whereas Organisation Culture is group-specific or department or organization as a group-specific.
From India, Hyderabad
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6From India, Hyderabad
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can you assist me with organizational culture? Do you have the actual base material which you worked on? Kindly provide the same as we also looking to develop organizational culture.
From India
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From India
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Dear Anonymous,
May I know the nature of your industry, the product or service of your company, the number of employees, your designation, etc.? There is nothing like "development of the organization's culture." Organizations do not grow in a vacuum. As the days, months, and years pass since the inception of the organization, the culture is formed automatically. Nevertheless, the only person who can give a specific shape to the company's culture is the MD of the company.
An organization's culture is a reflection of the personality of the topmost leader. When one looks at the culture, one gets an insight into the mindset or psychology of the top leadership. Changing the culture is not an easy task; however, if at all the change is contemplated, then the only person who can change it is the company's MD. All others can just assist in implementing the change but cannot do anything on their own.
Look at Apple. It has grown in the shadow of Steve Jobs. He was called a designers' designer. He was ruthlessly innovative. He has made the entire company extremely innovative. The second example can be given of Google. The company's culture is of paramount importance to the owners, and they expect each and every employee to cherish it. They refer to their employees as Googlers. Each and every Googler is absolutely clear on the company's culture. If a few hundred or a few thousand employees of Google are asked to define the culture, they define it exactly in the same manner. This happens not because they have been told to mug up the definition of Google's culture, but they experience it in their day-to-day life. So while recruiting, Googlers check whether the job candidate is capable of becoming a future Googler.
Anyway, all the best to your efforts!
Thanks,
Dinesh Divekar
From India, Bangalore
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May I know the nature of your industry, the product or service of your company, the number of employees, your designation, etc.? There is nothing like "development of the organization's culture." Organizations do not grow in a vacuum. As the days, months, and years pass since the inception of the organization, the culture is formed automatically. Nevertheless, the only person who can give a specific shape to the company's culture is the MD of the company.
An organization's culture is a reflection of the personality of the topmost leader. When one looks at the culture, one gets an insight into the mindset or psychology of the top leadership. Changing the culture is not an easy task; however, if at all the change is contemplated, then the only person who can change it is the company's MD. All others can just assist in implementing the change but cannot do anything on their own.
Look at Apple. It has grown in the shadow of Steve Jobs. He was called a designers' designer. He was ruthlessly innovative. He has made the entire company extremely innovative. The second example can be given of Google. The company's culture is of paramount importance to the owners, and they expect each and every employee to cherish it. They refer to their employees as Googlers. Each and every Googler is absolutely clear on the company's culture. If a few hundred or a few thousand employees of Google are asked to define the culture, they define it exactly in the same manner. This happens not because they have been told to mug up the definition of Google's culture, but they experience it in their day-to-day life. So while recruiting, Googlers check whether the job candidate is capable of becoming a future Googler.
Anyway, all the best to your efforts!
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you very much, sir, for your valuable information. The company where I am working is a stockbroking company. Here, as a Senior HR, one task is assigned to me to develop organizational culture and productivity in employees, as well as some innovative ideas to implement.
The company's workforce consists of 37 employees. I have many ideas, but some of them may incur costs for the company. Our boss is looking for cost-effective and fruitful ideas. Can you guide me on how to introduce new innovations and enhance productivity?
From India
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The company's workforce consists of 37 employees. I have many ideas, but some of them may incur costs for the company. Our boss is looking for cost-effective and fruitful ideas. Can you guide me on how to introduce new innovations and enhance productivity?
From India
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When you use the culture, it cannot be individual-specific, be it work culture or organizational culture. Culture is learned behavior from the past to the present and extends to the future. So, I have my respectful difference from the view expressed in the query.
From the post, it appears you are looking for a quick-fix solution to impress the higher-ups, but organizational culture is not something that can be changed by a few gimmicks and tricks. First of all, have you conducted some form of organizational diagnosis? If you are new to the organization, try to understand it deeply before attempting to change the organizational culture or work culture. As an HR person, your personal credibility is very critical, so say what you mean and mean what you say. This approach should help make a difference along with giving a patient ear to the employees.
From India, Mumbai
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From the post, it appears you are looking for a quick-fix solution to impress the higher-ups, but organizational culture is not something that can be changed by a few gimmicks and tricks. First of all, have you conducted some form of organizational diagnosis? If you are new to the organization, try to understand it deeply before attempting to change the organizational culture or work culture. As an HR person, your personal credibility is very critical, so say what you mean and mean what you say. This approach should help make a difference along with giving a patient ear to the employees.
From India, Mumbai
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