Organisational Culture

In order to effectively understand the potential dynamics of organisational change you must first understand what is the organisational culture.

What is meant by organisational culture ?

The culture of an organisational describes the values of the group of people that make up the organisation, their beliefs, attitudes and the way they behave.


Some elements of culture include :

Flexibility 

• Does our business have many rules ?
• Does it redily accept new ideas?
• Is there a lot of bureaucratic red tape ?
• Do we emphasise following the rules rather than getting the job done?

Responsibilty

• Are job delegated?
• Do you always have to check with the bos? 
• Can you use your own judgement?
• Are you allowed to experience both success and failure?

Standards

• Do we have job standards?
• Are goals set for jobs?
• Can anyone be involved in setting standards?
• Is feedback given on job performance and how the standards were met?
• How is success measured? 

Rewards

• Do rewards outweigh punishment?
• Are reward tied to performance?
• Are good performers recognised?
• Do good performers advance in the business? 

Clarity

• Does everyone know what is expectedof them?
• Are job instruction clear?
• Are lines of communication and authority clear?

Commitment

• Do employees and employers cooperate between and within each group?
• Is conflict resolved satisfactorily?
• Do all employees put in extra time and effort when needed?
• Are employees keen to see the business succeed?

Empowerment

• Can employees act independently?
• Are they reactive or proactive?
• Is asking questions encouraged?
• Are ideas sought and valued throughout the bussiness?

The questions above focus on the organisational culture and organisational values. A second and crucial indicator of organisational values is work attitudes.

The importance of people

People define, implement, control, manage, and motivate the Environmental Management System. It is worth noting that implementing an environmental management system is a process of cultural change for an organisation. The success or otherwise of the environmental management system will depend on the commitment, actions, personal responsibilities, personal motivations and decisions of employees and stakeholders in the business.

In general, people change first. The organisation follows.

Ownership of the system by all employees who interact with the system is critical. Ownership is generated by participation and understanding and can help to overcome inertia for maintaining the status quo.