leaderip 3

Understanding Culture in Organizations

• Definition of Culture

  • Culture is how employees feel within an organization, creating a sense of what is normal or expected.

  • It reflects the status quo that can be disrupted by culture change efforts.

  • A good culture fosters positive feelings among employees, confirming their belonging to the organization.

• Normative Understanding

  • Culture often evaluated in normative terms (good vs. bad).

  • In a good culture, employees likely feel valued and understand their role within the organization.

• Edgar Schein's Definition

  • Definition: "A pattern of shared basic assumptions learned by a group as it solves problems of external adaptation and internal integration, which has worked well enough to be considered valid and taught to new members as the correct way to perceive, think, and feel."

  • Highlights culture’s role in shaping perceptions, thoughts, and feelings.

Culture as an Iceberg Model

• Visible Artifacts

  • Above the surface, some aspects of culture are visible, like artifacts or espoused values.

  • Example: Organizations may claim to put clients first despite evidence to the contrary.

• Espoused vs. Enacted Values

  • Espoused values are what organizations say they stand for, while enacted values are what they practice.

  • Discrepancies between espoused and enacted values can lead to dissatisfaction and distrust.

• Underlying Assumptions

  • Underneath visible culture, there are deep-seated assumptions about how things are done.

  • Example: Competitive drive within firms, such as beating competitors, is often assumed rather than explicitly stated.

Strategies for Culture Change

• Leadership and Mandate

  • Effective culture change requires strong leadership examples, showcasing commitment to change.

  • The culture change process must disrupt existing norms and behaviors to achieve lasting change.

• Employee Mobility Policy Insights

  • Internal mobility is essential for talent retention and organizational growth.

  • A well-implemented mobility policy encourages cross-training and exposure to various parts of the business.

  • However, it can create tension among managers wary of losing trained staff.

  • Balancing organizational interests against personal management concerns is critical.

Change Resistance and Organizational Dynamics

• Manager Involvement

  • Successful change involves engaging managers early in the process to mitigate resistance.

  • Including managers in decision-making fosters buy-in and ownership of changes.

• Cultural Catalysts

  • Having a leader with a strong moral foundation can ignite change efforts.

  • Example: A female HR leader launching equalizing benefits on International Women’s Day symbolizes progressive cultural shifts.

Networking and Relationship Building

• Redefining Networking

  • Networking should be viewed as building relationships rather than transactional engagements.

  • Reframing networking as seeking help or directions can reduce discomfort.

• Types of Networks

  • Operational Network: Necessary contacts for routine tasks.

  • Personal Network: Supports personal advancement and development.

  • Strategic Network: Individuals not under authority but crucial for achieving broader goals.

Power and Status in Organizations

• Differentiating Power and Status

  • Power relates to control over resources, while status pertains to respect and admiration.

  • Successful leaders must navigate both effectively to drive organizational goals.

• Overcoming Change Resistance

  • Engaging change resistors in the process can yield a more collaborative route to acceptance.

  • Allowing insights and feedback from resistant managers creates shared ownership of outcomes.

Final Thoughts on Culture Change

• Balancing Personal and Organizational Goals

  • Leaders should balance the needs of individuals against the organization's larger goals.

  • Investing in employee experience cultivates loyalty and retention.

• Importance of Cultural Awareness

  • Understanding cultural dynamics is essential for effective management and leadership in organizations, impacting overall success.