Corporate Culture: Changing It Today for a Better Tomorrow
The most core asset of any organization is its employees. Ranging from the lowest level minor staff to the CEO and the top level managers, everyone has a take on the overall culture it builds up. Culture not only defines the behavior of day to day work, but also the ethics in which the organization operates as a business. An organizational culture which is not managed properly can have drastic consequences, not just on the company, but also its employees as well.
We can take a look at three aspects of corporate culture which can be exercised. The most ideal culture which could be implemented on an organization would be to influence characteristics of all three cultures put into one.
When the management is to change the corporate culture of a company, there must be a clear understanding of the current culture which exists in the organization. One of the best implementable frameworks for this method would be the Cultural Web which comprises of six different elements which collectively define the different elements of an organization.
Once the factors from the cultural web are drawn out, an action plan must be constructed to implement the change, which will prioritize the actions based in impact each action point has made. An HRIS is a useful tool when it comes to managing all administrative and strategic functions of an HR department and provides high flexibility and process configuration. When trying to change the organizational culture, certain HR systems cannot be configured as there maybe barriers to move into strategic objectives. These systems can be replaced by dynamic, change friendly systems like PeoplesHR. Changing the culture can be a risky process which can have severe effects if not properly implemented into an organization. It is also a long term process in order to achieve success and everyone should be aware of what is happening and what is expected of them.
