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Organisational Culture

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Organisation culture

Culture is: The attitudes and behaviours that are characteristic of the organisation - they are based on core values.

“It’s the way we do things here”

Usually accidentally formed over the life of the organisation – culture is difficult to manipulate

It is easy to impact culture accidentally -- but not easy to intentionally shape it.

‘Intentional’ organisational culture is formed on appropriate and agreed core values, the organisational purpose, and management/leadership style.

A climate ‘for’ certain attitude/behaviour can lead to climate ‘of’ that attitude/behaviour and then lead to a culture of that attitude/behaviour.

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Some advantages of having a GOOD set of cultures for the organisation:

  • The length of the queue of talented people wanting to join the organisation
  • The retention of talented people
  • The growth of talent by members (learn)
  • Organisational effectiveness
  • Organisational efficiency
  • Profit and growth
  • Growth of queue of new clients
  • Recognition by peers & other

Examples of cultures

<------Cultures of: ------>
  • commitment
  • central management
  • inclusion
  • early involvement
  • quality
  • speed
  • innovation
  • helpfulness
  • listening
  • attention to detail
  • creativity
  • openness
  • risk taking
  • creativity
  • cooperation
  • synergy
  • autonomy
  • teamwork

Are all the next ones negative?

  • hierarchical control
  • central management
  • confrontation
  • compromise
  • complaining
  • waste
  • billable hours (?)

NOTE:  Deltapoint offers training, assessment, and consultancy  services in Organisation Culture.  The ultimate use of culture is in a strategic sense - when it can be shaped intentionally.   We use a mix of delivery methods such as face to face and self-learning along with communications technology such as video conferencing etc.

Organisational Climate is perceptual and can be ‘felt’.  By contrast, Culture cannot be seen or heard or felt in the same way - except as evidence of the culture.  For example, if we are talking about having a culture of innovation, evidence might be seen as follows:
  • new ideas rewarded
  • much brainstorming
  • general encouragement
  • relevant Professional Development
  • idea development system
  • ‘listen’ to customers  ideas
  • changes are normal