Recognizing and managing organizational culture

Understanding the importance of organisational management, team roles and its importance

(Construction professional studies Session 9 8th January 2012)

What is organizational culture? Organizational culture is the personality of the organization It is simply the way we do things around Organizational culture conveys the beliefs and ideas of the goals that need to be pursued by and the appropriate standards of behavior the members of the organization utilize to attain their respective organizational goals.

Why it matters?
Culture makes the difference
Research has shown its powerful impact on performance and long term effectiveness of organizations The effects on employee morale and retention, commitment, productivity and innovation are well documented

Dominant characteristics Organizational leadership Management of employees

Culture of the organization can be tiered into 3 levels based on their visibility and how closely they are adhered to in the organization.

The first level is Artifacts and Behavior. The next level is Values. Level of Assumptions and Beliefs.

Challenges to change
The crisis

Decreasing profits and sales Merger or reorgnisation

Demanding customers Complaining staff

New competitors

Organizational culture impacts

Organizational performance

daily behavior

If you dont use culture, culture will use you.

If you are not aware it will shape you. Human beings copy, coach and correct each other
to fit into the group

So make sure culture work for you, instead of

against your necessary change

There are 7 primary characteristics of organizational culture.

1. Innovation and Risk Taking: 2. Attention to Detail: 3.Outcome Orientation: 4.People Orientation: 5.Team Orientation: 6.Aggressiveness: 7.Stability:

Five major reasons for wanting to create an appropriate and positive organizational culture for your company:
1) A strong organizational culture will attract high level talent. 2) A strong organizational culture will help to keep your top level talent 3) A strong culture creates energy and momentum. 4) A strong and successful organizational culture should alter the
employees view of work

5) A strong and positive organizational culture will help make everyone

more efficient and successful.

Team roles and its responsibilities Meredith Belbin's theory, popularly known as Belbins team roles theory

Team members don't have specific responsibilities, but their participation is critical to the team's success. Team members must agree to:

Be enthusiastic and committed to the team's purpose. Be honest and keep any confidential information behind closed

doors. Share responsibility to rotate through other team roles like facilitator, recorder, and timekeeper. Share knowledge and expertise and not withhold information. Ask questions, even seemingly "dumb" ones. Often the new perspective of "inexperienced" team members can provide insight. Fulfill duties in between meetings. Respect the opinions and positions of others on the team, even if the person has an opposing view or different opinion.