Organization Culture

(Culture : is team spirit) Organization culture is something like basic fabric of a company. The DNA of a company. Different companies having same product are having different cultures. This is the element which makes a company / organization unique from other organizations. In an organization it is the collection of its people to create values. It is the combined behavior of it's members, determines how the organization operates and ultimately drives its overall performance and success. It is critical to an organization’s ability to execute and achieve desired results / changes. In a competitive market it is the culture which creates the slight edge principle on which one organization performs better than the similar other companies. Vision , Strategy , marketing , TPM,TQM , financial management - Any management system in fact can set an organization on the right track and can carry it on for a while. But None of them will succeed in long run unless these qualities are embedded in their culture - The DNA. When we talk of organization cultures most organizations talk about the same things – like Outstanding Customer services, Customer Focus, Excellent team works, Business Ethics, Organization Pride, Integrity, Initiative and Speed, Total Quality Management (TQM), Total Productivity Management (TPM), Responsible Corporate Behavior, Mutual trust and respect. (One can call them 'top-down' cultures ) ---------------- ---------------- ---------------- ---------------- ----------------

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All these kinds of cultures don't necessarily translate into the same kind of action / behavior in all the organizations. The 'bottom-up' cultures in an organization is

something like these. How people actually go about their work everyday. How they interact with one another. What motivates them to work / action. When internal or external dispute arises what they look for. What pride they feel in the name of their company. What pride they feel for their product. How they talk about their company to an outsider. These are most important practices that manifests the bottom-up cultures and these cultures are not written down anywhere. These bottom-up culture gives real meaning the the top-down cultures set by the management. However silly it is, One can quickly finds out , sometimes within hours of being in an organization , What the culture encourages and discourages. What culture that rewards or punishes Does the culture rewards individual achievement or Team achievement. Does the culture encourages taking risk or goes by consensus. Does the culture encourages employees creativity. Does the culture encourages taking pride in the company. Does the culture enthuse mutual respect and trust. Does the culture encourages celebration for it's member's achievements. Does the culture actually practices TPM, TQM etc. And successful organization almost always develops strong cultures that reinforces certain behaviors that make the institution great. These behaviors reflect the environment and the culture from which they emerged. And when the environment shifts , it is very hard for these behaviors (representing cultures) to change. In fact it becomes an enormous impediment to the organization's ability to adapt the change because now the culture itself is getting changed. Other way one can say what changes last is the culture. An organizations initial culture is usually determined by the mindset of it's founder – That old man's values, beliefs ,preferences and also his idiosyncrasies. It is been very rightly said that every organization is nothing but the extended shadow of it's founder. Easy to talk about but extremely difficult to change........ S. Bera Mumbai