(Part 3)

GOOD leadership is synonymous with good organizational culture. An organizational culture can be seen through human behavior inside the organization. That is why organizational culture and behavior are quite interrelated as organizational culture influences behavior and vice-versa.

A good understanding of organizational culture is the best shield for a negative culture to thrive. What I mean is that before a negative culture may overwhelmed the entire organization and becomes very hard to uproot, business leaders must see to it that their managers are fully committed and ready to propagate a positive culture that is essential to attain the company's vision and mission.

Updates on President Benigno Aquino III's presidency

The culture is the container for our vision and mission. And, if we are not pro-actively building the culture that we need, our container probably has a few holes. Culture is especially influenced by the organization's founder, executives, and other managerial staff because of their role in decision making and strategic direction.

Since culture is the environment that surrounds at work all of the time, it would be best to cultivate our desired culture as soon as we start doing business to enable us reap a positive culture that will lead to increase organizational performance. This is so because culture is a powerful element that shapes the employees work enjoyment, their work relationships, and their work processes.

Larry worked as a sales manager in a big manufacturing company. His personal career goal is to finish his MBA which was set aside when he join the company. Many times in the past, he requested top management to allow him to continue his study by giving him some flexible time, but to no avail. He didn't even have a chance to attend a single seminar because management was concerned that his absence from work would greatly impact productivity.

Sensing that his career would stagnate because management has no clear direction for career development, he resigned to join a firm that supported him to finish his MBA.

This is a typical example of an organization that lacks the culture of professional development and growth. Bestselling authors Beverly Kaye and Sharon Jordan-Evans, in their book, Love'Em or Lose'Em, say that any organization that ignores the ambitions of good people can't expect to keep them.

High rates of retention are clearly linked to the amount of attention the employee gets in terms of their professional development and growth. Employees who feel stagnated or ignored will likely start to look for other opportunities. On the other hand, when employees feel that their career goals have been acknowledged and that they are continuing to be challenged on the job, they are likely to stick around.

Another important dimension of a positive organizational culture is what we call "the culture of care" which is the primary barometer of employee retention and turnover.

Change management consultant, Brayton Bowen said, the kind of motivation we need to be talking about in today's environment is inspired rather than induced. According to him, employees will be motivated to stay put and work at higher levels if they feel that they are cared for and if they care about the work they are doing. In other words, employees must feel a sense of inspiration to fully commit to their daily activities.

Research has found that employees find some level of inspiration from their jobs. Such inspiration might be a sense of commitment to the team and its goals. Inspiration may be derived by following a committed and ethical leader.

To be able to attract, retain and develop a premier and diverse workforce, businesses need to create an organizational culture that is open to communication, provides fair treatment, identifies workers needs, provide a sense of ownership, and makes available the opportunity for growth.

Now that we are familiar with this visualization of organizational culture, we might as will explore additional aspects of organizational culture which we call the cultural change. We will discuss on this next week to end our topics in organizational culture.


(The writer is the CEO of Human-Potential Management Consultancy. He regularly holds seminar on human resource management and business management. He also performs Organizational Development and Change Management process. You may contact him at e-mail: archietim@yahoo.com and cell No. 09266468591)