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Stop Blaming the Corporate Culture
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Organizational culture is an extremely important and integral factor to all organizations, which is nothing but a set of deeply entrenched beliefs, mindsets and practices that best describe organizational procedures. While some of these beliefs etc are useful, and in fact, advantageous to overall corporate growth, others are not so. However, if you want to truly change the way your organization operates, it is important to understand this culture and use it to your best possible limit rather than simply blame it and change it. Incidentally, changing organizational culture is one of the biggest challenges ever faced by managers, often leading to situations that are detrimental than useful.

Impact of blaming the corporate culture
Whenever a leader brings in changes that clash with the corporate culture, it is seen that the culture wins while the changes lose out. Often in such situations, leaders tend to blame the culture without realizing that the culture and its resistance are telling something that is extremely important. Corporate culture is present for a reason and should be used accordingly, but it is something that most managers and leaders of ignore today. Many HR experts believe the reason for such blame game to be driven by the need to avoid conflict and ensure self preservation. No wonder that such acts give rise to a risky and disruptive situation, which could have been easily avoided. However, this does not mean that all parts of corporate culture are good and should be followed. What it endeavors to state is that blaming the culture and redesigning it in its entirety can be a risky business. Instead, it is important to tackle issues within the culture that are not acceptable while accepting those that actually contribute towards the growth of the business.
Common myths about corporate culture
Before understanding how you can get your culture to work for you, it is important to find out why managers tend to blame this culture for almost every problem that they face. This is largely due to several myths that are doing rounds in the corporate world. The most important myth is that the corporate culture is the absolute reason for all problems faced by an organization. When you start believing this, you are doomed as you fail to not consider any other factor. Similarly, other myths include factors like escaping or ignoring the culture is the best option or leaving it to professionals or top leaders. However, what most managers do not understand is that instead of blindly following these myths, it is important to tackle them and the culture issue pragmatically.
Simple approaches to avoid culture clash and utilize it
When trying to change certain mindsets and practices in an organization, the simplest factor to remember is never to go at it as a whole. In other words, tackle issues independently and on one-by-one basis. It’s also crucial to consider mistakes as “learning events” and analyze them non-partially rather than blaming every failure and mistake on the corporate culture. Additionally, it is important to make use of the culture you have to the extent you actually can. Similarly, make sure that you reinforce good practices, either formally or informally, through incentives or appropriate responses. Make sure the people who have demonstrated such good practices are used as models for getting across the point to others. While bringing changes, a guided transition should be in place to observe how the process is progressing, thus helping the organization continue with its strategy of taking certain risks while encouraging free thought.
It is always good to remember that not all practices and mindsets are bad. There are some good ones as well and making use of them while changing the others will definitely help an organization to scale newer heights.
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