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Two sides of a coin: Organizational Culture & Growth

Why is this comparison important?

It is important because one is fundamentally dependent on the other.

The distinctive personality of an organization is referred to as its culture and without the right system of shared values, knowledge, attitudes and beliefs, growth is very unlikely. The quality of work produced is a direct correlation of the prevailing culture.

In order to enhance growth, every organization must develop and maintain a unique culture. This outlines a set of guidelines and boundaries for the actions of the members of the organization.

Organizational culture is a clear driver of competitive advantage.

Who is responsible for Organizational Culture?

Improving on organizational culture is certainly a joint effort. Every employee, at every level, is responsible and expected to champion the cause. Culture is a mutual experience where all have a part to play.

Having said that, every leader also has a role to play in creating, nurturing and maintaining the organizational culture.

What conscious steps can be taken towards a healthy culture?

Innovation

High value should be placed on innovation. Explore new ways of getting things done and don’t get stuck with the norm.

To create an innovative culture, innovation must be seen as a job description. It should be at the core of every business and given a prominent place in procedures, and performance evaluations.

Accountability.

In a strictly accountable system, people are committed to creating the conditions that produce agreed upon results. Accountability accelerates performance and helps to measure work progress. It also gets rid of unproductive behaviors that obstruct the path to success.

More attention to Detail

A vital characteristic of organizational culture is each and everyone’s ability to achieve thoroughness and accuracy when accomplishing a task.

Employees are expected to perform their work with precision. This can also be achieved by several revisions on the task when completed as well as a second opinion.

Result Orientation

Focus must be on results, a very high commitment to delivery. Not only effectively but also efficiently. While process is key, this theory lays more emphasis on the results rather than the process.

It analyzes productivity of employees based on the number of tasks completed in a specified period. Employees are at liberty to utilize personalized processes in an effort to achieve set targets at the organization.

Collaboration

Teamwork improves performance, employee relationship and company culture. This means there should be a sense of unity, enthusiasm for common interests and responsibilities.

Work activities may be organized around teams instead of individuals in order to place a high value on this characteristic of organizational culture.

 

 

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