Question

What types of attributes can be characterized as strengths in the culture of an organization? What can be considered as weaknesses? What are the essential elements of culture necessary for an organization to be successful? What should organizations avoid or change about their cultures? What impact can an organization’s culture have on the overall success of the organization?

Post a summary of your thoughts regarding how the culture of an organization can become its greatest strength or most critical weakness. Include examples that illustrate both positive and negative aspects of culture in organizations.

Answer 1

The culture in an organization comes from its vision, mission, and its people in general. The beliefs, the ambience of the company, attitudes and behaviours of the employee which they share on a daily basis constitutes the culture of an organization. It is this culture which is quintessential in shaping the organization as a whole.

According to me, an open culture where employee are free to put up their views without any fears and hesitations are the biggest strengths of any organizations. The receptiveness to accept the views by the top level or seniors makes it more congenial. This creates a level of trust among the employees towards the their managers and in turn creates a healthy, reciprocative and harmonious environment in any organisation. A company where employees are respected for their views, where the employees have an atmosphere of learning and growth, team-work, two- way communication which is clear and open, etc all are biggest strengths for any organisation.

I think, the biggest weakness in any organisation is the utilisation of effective communication. A company that fails to provide realistic goals to its employees also fails miserably. Communication that is two - ways, clear and receptive always helps but a lack of this can lead to confusions and chaos. An organisation should always try to provide clear visions, realistic goals, an atmosphere of learning and growth, a fun place to its employees, respect and a willingness to listen to its people. Also the employees should be given adequate responsibilities and accountabilities for their tasks. This keeps the employees motivated at all times. There should be adequate employee engagement or rather participation from time to time. Involving employees in the decision making process somewhere at their capability helps the employees to feel connected to the organisation as a whole. And lastly, an organisation willing to adapt to changes and is flexible to adopt new strategies is always ahead in the long run.

For example, an organisation where there are open cubicles tends to be perceived as an organisation with open culture. Employees perceive themselves as somebody who can be trusted. There is a certain level of transparency within the company or organisation. Thus creating a healthy atmosphere in general. Whereas, the company with separate cabin always leads to speculations among the employees.They are always uncertain about whats going on in the organisation. Similiarly, companies that do not involve its employees in decision making also fails to live up to the positivity within the organisation.There is always a disparity among the employees and their managers.