cultere importance in marketing by shehzadamir533

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									Importance of culture
One of the most important building blocks for a highly successful organization and an
extraordinary workplace is "organizational culture." We define organizational culture as
the set of shared beliefs, truths, assumptions, and values that operate in organizations.
Organizational culture has been described as "...how people behave when no one is
looking."

Why should you think about this in your organization? Because "behind the scenes" of
what happens in the day-to-day life of organizations and employees... is culture. Culture
is everywhere. It directly impacts what happens...or does not happen in organizations.
At Dynamic Foundations, we place so much stock in organizational culture that
we believe organizations will ultimately get only as far as their organizational
cultures take them.

Furthermore, something is driving the development of your culture and sustaining it.
Organizational culture is a result of that which precedes it. Why is this so important to
understand and what does this mean for you in your organization? It means that if you
want to address issues related to your culture, you must focus on the key elements that
come together to create and sustain it.

Organizations are more than they appear to be on the surface. Behind products,
policies, services, and rewards are the ingredients which determine the results in
organization. We believe that organizational culture is a primary, if not THE primary
determinant of that which separates "champion" from "also-ran" organizations. We
believe an organization can go only as far as its culture takes it. We help organizations
get their "cultural bearings," get a clear sense of how far they are from where they wish
to be, and what it will take to get "there." Then we help organizations move themselves
forward.

Organizational Cultural Transformation

Organizational cultural transformation is not for the faint of heart. In fact, many attempts
at transforming an organization fail, for a variety of reasons:

      "Playing at it" or "dabbling" with it until it's no longer fun
      Not applying the kind of leadership that would best meet the needs of the
       situation
      Intervening in the wrong places or at the wrong time
      Not taking this work seriously enough
      Not giving it enough time or attention
      Senior leaders "delegating" this work (rather than committing and investing their
       own time and energies)
      Knowing what needs to be done but being unwilling to do it...to go all the way
      Not having the people and tools available internally to get the job done
      Inability to engage all the right people in the process
      Underestimating how big an undertaking this really is

1. Understanding Who They Are and What Drives Them
We believe that models are helpful for determining options within work environments but
can never be literally transposed between one environment and another&emdash;nor
should they be. Each company reflects, as an individual does, unique characteristics
which require unique responses from company ownership. When a college hires a new
faculty member, it is important to the college that the faculty understands the student
needs, services available on campus, the funding system, and more. Likewise, when
working with clients it is important to understand their motivation and how their systems
work. For example, is the company in a growth mode? If so, they may value speed,
efficiency, and recruiting. Training may be a strong value. Or, is the company
undergoing an internal transition, like ISO certification? If so, maybe the documentation
process is important, with details and accuracy magnified.

2. Flexibility
Business is constantly changing. Part of serving industry is the ability to meet its ongoing
demands. A company may have new management, be undergoing a merger, or it may
have adapted a new training program, etc. This means that a company may call on
Monday for training they would like to offer on Friday.They may delay or adjust class
schedules four to six times based upon production needs or customer demands. Also,
personnel changes happen regularly within industry, so building and rebuilding
relationships is critical.

3. All Workplace Education is Outcome Based
Most training is provided because of a clear and evident need. The workplace often
requests the instructor/consultant's expertise in designing training outcomes. Employers
are paying for results, and if they aren't being delivered they will look elsewhere

4. Commitment to Individual and Collective Success
Industry is often portrayed as an evil entity which uses and victimizes people. From our
experience this assumption is not true. Education within the workplace is often paid by
the employer, so they have a high commitment to the individual and the team's success
within the learning process. In Washington we're experiencing a low unemployment
cycle. Within this environment, many employers are investing heavily in the education of
their workforce.

								
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