Organizational culture is the shared beliefs, attitudes, and behaviors of an organization’s members. Effective methods for managing it include communication of goals and values, reward-based recognition, creating rules and guidelines, routines such as weekly meetings, and upholding organizational values. The introduction of a third party, such as management consultants or motivational speakers, can also be helpful.
Organizational culture describes the shared beliefs, attitudes, and behaviors of an organization’s members. A healthy organizational culture is one in which employee attitudes and opinions help an organization achieve its goals. Unhealthy cultures are often marked by resentment, inequality, and passivity within organizations. One of the most important methods for managing organizational culture is to communicate an organization’s goals and values to all members. Likewise, executives must develop systems to monitor behavior and attitudes so they can learn when beliefs need to be reinforced.
It is common for professionals to use a reward-based method to manage organizational culture. In short, this is a method in which employees are recognized for upholding organizational values. For example, a salesperson who has gone out of their way to satisfy an important customer might receive an award or recognition in an organizational publication.
Another common method for managing organizational culture is to create rules or guidelines for all employees to follow. Rules can include a dress code and policies regarding employee conduct. This method allows members to gain a clear understanding of what is expected of them. This method for managing organizational culture also lets employees know that executives and managers take behavior and attitude seriously.
Routines such as weekly meetings also help professionals responsible for managing organizational culture. Schedules encourage employees to stay on track with their respective goals. By participating in regular group activities, employees feel that they are part of a team and are more likely to share attitudes with their colleagues.
It is essential that top-level managers and executives also uphold organizational values. For example, if a feature of the organizational culture is that employees’ ideas and perspectives are important, managers should make an effort to listen to employees’ ideas for growth and change. In some cases, it may be important to act on these ideas to show that they are taken into account. When members of an organization feel that their leaders are not upholding their own values, they can become resentful and counterproductive.
A common method for some executives is the introduction of a third party. Management consultants, for example, specialize in helping organizational leaders implement new practices that improve productivity. A consultant can meet with leaders to discuss goals, problems and possible solutions. He or she can participate in employee training. Motivational speakers can help organization members develop new positive attitudes that help strengthen a culture.
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