Hi all,
I am working with a company that is still following traditional ways of culture in the organization. I want to bring changes to the culture of the organization. Can anybody show me a proper path on how to go about it?
Veerendra S Kumbar 😱😱
From India, Bangalore
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1I am working with a company that is still following traditional ways of culture in the organization. I want to bring changes to the culture of the organization. Can anybody show me a proper path on how to go about it?
Veerendra S Kumbar 😱😱
From India, Bangalore
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Hi Veerendra, CAn you explain the kind of culture you are talking about in your organisation? What are the changes you want to bring in your organisation? Kindly elaborate. Cheers Archna
From India, Delhi
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From India, Delhi
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Dear V,
This problem is quite common. Please make sure that when you modernize the organization, retain the good points in the current system. Get a sponsor for this project at the DIRECTOR level.
You can consider:
a) Computerization of all office operations: this will encourage people to have more discipline and transparency in their work.
b) Define the roles and responsibilities clearly so that the "traditional" overlaps and ambiguities are avoided.
c) Define measurable targets for the performance of each department.
d) All new recruitment should be as per the required competence only.
e) For this, you have to clearly define the competence requirements in terms of education, training, skills, and experience.
f) Conduct workshops away from the office about the future direction of the organization.
g) Conduct training for all key people on the NEW ECONOMY and its implications. Otherwise, they will feel that what worked well for them in the past will work well in the future also.
Hope these suggestions will help you.
Regards,
Veera
From India, Thrissur
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This problem is quite common. Please make sure that when you modernize the organization, retain the good points in the current system. Get a sponsor for this project at the DIRECTOR level.
You can consider:
a) Computerization of all office operations: this will encourage people to have more discipline and transparency in their work.
b) Define the roles and responsibilities clearly so that the "traditional" overlaps and ambiguities are avoided.
c) Define measurable targets for the performance of each department.
d) All new recruitment should be as per the required competence only.
e) For this, you have to clearly define the competence requirements in terms of education, training, skills, and experience.
f) Conduct workshops away from the office about the future direction of the organization.
g) Conduct training for all key people on the NEW ECONOMY and its implications. Otherwise, they will feel that what worked well for them in the past will work well in the future also.
Hope these suggestions will help you.
Regards,
Veera
From India, Thrissur
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Good Afternoon to one and all,
To bring about a cultural change in an organization, we must first identify the urgency for change and the need for change. Later, after clearly formulating the changes we want in an organization, we must conduct a survey to determine how many will appreciate the change. This gives us the people's perception towards change and the ways to cope with them. We must outline the steps to induce change. Implementing the changes radically can lead to the failure of the main objective, so first, we must conduct a pilot study in a selected department and later expand it to other departments.
This process of change can achieve better results.
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To bring about a cultural change in an organization, we must first identify the urgency for change and the need for change. Later, after clearly formulating the changes we want in an organization, we must conduct a survey to determine how many will appreciate the change. This gives us the people's perception towards change and the ways to cope with them. We must outline the steps to induce change. Implementing the changes radically can lead to the failure of the main objective, so first, we must conduct a pilot study in a selected department and later expand it to other departments.
This process of change can achieve better results.
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Hi Archana,
It's a very stringent cultured setup. People till date follow the old process (Technical, Managerial, and Conceptual). Here in this organization, there is no proper point of representation either from line workers or from the department head. Communication doesn't flow into the departments at all. In case of any probe, people are not open to HR.
These are the few points which I would like to change in the organization. Kindly suggest the ways of bringing the change in the culture.
Thanks,
Veerendra.
From India, Bangalore
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It's a very stringent cultured setup. People till date follow the old process (Technical, Managerial, and Conceptual). Here in this organization, there is no proper point of representation either from line workers or from the department head. Communication doesn't flow into the departments at all. In case of any probe, people are not open to HR.
These are the few points which I would like to change in the organization. Kindly suggest the ways of bringing the change in the culture.
Thanks,
Veerendra.
From India, Bangalore
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