Whether an organisation’s employees and leadership realise it or not, every organisation has a culture.
In most Organisations, culture is viewed as the way things are done. It is defined by what the people within the organisation do. Culture is the sum of all behaviors that are visible in the organisation. Asking critical questions can help you identify your organisation’s culture. Do employees go out of the way to help each other? Is there a unified approach to the way employees treat customers? Are ethical expectations consistent across the organisation? Is there an expectation on the form of dressing and relating to other employees?
Cultural Strengths
Culture determines how the organisation operates and responds to internal and external challenges. It is observed as a pattern of interactions; and preferences when making choices in dealing with dilemmas. Most organisations get a clear picture of their culture in situations of crisis.
In many organisations, culture shapes and is shaped by leadership and behavior- exhibited in decision making, governance and employees’ actions. How the Organisation relates with the outside world as well shapes its culture based on the purpose and strategy which is manifested through interactions with customers, the regulatory environment and general public
Culture Patterns
Within the organisation premises, culture pattern is attributed by the physical environment including office design, layout, office locations and technology enabled ways of working (such as virtual working). The stories and symbols including what is displayed on the office walls, the type of languages used, dress code as well as internal and external communication styles, all defines the organisation culture.
Organisation culture are also evident in terms of structures, systems and processes, on how a business organises its people and activities to get things done, including decision making process; career pathways; recruitment and learning & development programs in place.
Embarking on a journey of culture transformation requires a reflection of the organisation current and desired state in terms of beliefs, values, norms, behaviors and assumptions.
The Benefits
When the organisation culture is well aligned to its purpose, employee engagement is improved, enhancing productivity and morale. With increase in productivity, the employees are likely to embrace a continuous improvement philosophy through innovation in serving customers, resulting in excellent customer service.
Other notable benefits of culture transformation to the organisation are improved collaboration and accountability amongst staff; willful compliance to organisation’ code of conduct & policies; and a strong brand identity from customers based on consistency and quality of service provided by the organisation employees.
The Fundamentals of transformation
It is essential that the culture transformation involves the different stakeholders of the organisations throughout the journey in order to increase level of ownership and acceptance of the desirable change initiatives during the implementation.
Overall, transforming organisation culture requires support of a modern performance management framework that recognise both results and behavior in attaining the set goals and living to the organisation purpose. The performance management frameworks should be linked with rewards & recognition schemes, so that the employees who excel in demonstrating the organisation values and conducts are rewarded accordingly.
Francis Rugangila is a Director for FnR Consulting Services. He can be reached through frugangila@fnrconsulting.co.tz’