"Cultural Shift"
At most organizations and companies, executives don’t pay much attention to culture. They focus on the result. It is what they do since that is why they are paid for. Even though the executives have rarely been asked to manage the quality of their organization’s work culture, most of them have no idea about how they could do it.
The reality: Culture derives everything that happens in organizations for better or worse.
Most people believe that “Culture is a potential competitive advantage.” The challenge is that the leaders find culture difficult to measure, monitor and manage.
The responsibility of culture leadership lies with leaders. Leaders are the only players that can change policies, procedures, systems, incentives and more which can formalize your desired culture and reinforce it over time.
On the other hand, if we take Technology,
Technology is continually changing. Organization must be quick to adapt. The challenge is getting employees to embrace innovation and learn new technology.
Technological improvement is running at an epidemic way. Since this has been true for several decades, today this improvement makes capital investment in technology as much an asset as a handicap because a competitor may wait for the innovation, which may only be a year away, and then use it to achieve an advantage.
For sure, waiting to be that competitor can be equally risky. The possibility for even the best technologists to stay informed about emerging technology is in conflict with the need to master a company’s current technology.
For sure, waiting to be that competitor can be equally risky. The possibility for even the best technologists to stay informed about emerging technology is in conflict with the need to master a company’s current technology.
The issue to be solved is to develop a long-term technology strategy while remaining flexible enough to take advantage of unforeseen technology developments.
Simply, the meaning is;
Promoting a culture of innovation, in which the technology is identified and get the support of it to develop existing processes and procedures to maximize the efficiency of the company.
Referances
(Anon., n.d.), (S. Chris Edmonds, n.d.)
Referances
Anon., n.d. Lean
Methods Group. [Online]
Available at: https://www.leanmethods.com/resources/articles/top-ten-problems-faced-business/
[Accessed 22 December 2019].
Available at: https://www.leanmethods.com/resources/articles/top-ten-problems-faced-business/
[Accessed 22 December 2019].
S. Chris Edmonds, n.d. SHRM
Executive network-HR People + Strategy. [Online]
Available at: https://blog.hrps.org/blogpost/The-Vital-Role-of-HR-in-Culture-Change
[Accessed 22 December 2019].
Available at: https://blog.hrps.org/blogpost/The-Vital-Role-of-HR-in-Culture-Change
[Accessed 22 December 2019].
Good topic anji... can we change the company culture instantly ? if we having ordinary typical employees how we going to adjust them to new technology.....
ReplyDeleteInstantly we cannot change anything. For a change we need some time. According to this article, Leaders are the only players that can change policies, procedures, systems, incentives etc. to formalize your desired culture and reinforce it over time.
DeleteSo, whatever the type of the employee the organization has, a leader is having the responsibility to get them involved with whatever the decisions they take. Even though they are suitable or not they have to adopt for the change to survive.
Basically leaders making decisions to survive with organisation culture. This decisions may be competitive with other organisation cultures which inheritance to prior institution. As you said policies procedures, systems, incentives may be changed due to needy survival tactics in leaders mind.
ReplyDeleteWith the technological change leaders might do anything to service in the market. As I said in the article, The reality: Culture derives everything that happens in organizations for better or worse.
DeleteOrganizational cultures are constantly changing and leaders should manage and facilitate to the cultural shift for survival in the industry.
ReplyDeleteYes Chathuri, What you said is true. Thank you
DeleteCulture change is a term used in public policy making that emphasizes the influence of cultural capital on individual and community behavior. It has been sometimes called repositioning of culture, which means the reconstruction of the cultural concept of a society
ReplyDeleteGood point. Thank You Divya.
DeleteCulture is an important factor that cannot be change quickly and it can have a impact on employee performance
ReplyDeleteCultural shift derives from the experience of encountering new ways of doing things that challenge the basic belief that your way of doing things is the “correct” way.
DeleteOrganization culture can not change in shorter period of time, and it will take some considerable time period. Therefore leaders should manage this time period smoothly.
ReplyDeleteYes Malaka as you said we cannot change the culture in a shorter period of time.
DeleteCulture shift is most likely to affect someone gradually.
ReplyDeleteCulture change supports the creation of both long and short-term living environments
DeleteGood article ! very well explained
ReplyDeleteThank you.
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