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.
Pages to are hidden for
"cultere importance in marketing"Please download to view full document