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The future of the effective organizations is determined by the collaborative understanding of organization goals and linking with integrative competence. It is the nurturing relations among all stakeholders. To make an organization effective, it is important to ask where you want to go before start the journey. 

Culture influences the minds of the people. And it has long lasting impact on the feeling and attitudes of the people. That is why people behave in the style of their organizations even after they have left the organization. Effective culture helps organizations to achieve its goal. However, ineffective culture consumes resources and strategy. It creates unhealthy working environment. Therefore, creating effective organizational culture is a deliberate attempt of people and leadership. It is the collective effort of stakeholders.

To make effective organizational culture we need to raise five fundamental questions.

  1. What do people think about organizations and its journey towards perfect culture?
  2. What do people believe about their competence to make effective culture?
  3. What do people expect to reach the effective organization?
  4. What do you believe about the picture of effective culture? 
  5. What hiders you to become effective culture?

Culture is not the chart, but it is the journey of people.

Effective culture has authentic leadership. It supports and encourages the creativity and innovations. It works as a catalyst where employees develop high confidence. There is proper flow of information across hierarchy. Effective organizations have catalyst leaders who do not believe in holding power. They also do not believe in showing their authorities.

Questions

What suggestions you can add to make effective organizations?

What behavior and attitude support to make effective organizations?

 

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I was taking a management development program for an analytical firm on risk management in banks which was attended by employees carrying a few years experience, their new employees and to-be employees (to be selected post training). The trainees came from different educational background – few had commerce background and other engineers; few completed MBA and few had only bachelors degree (B.E.). 

During these six days  training of such a mixed crowd, interacting with few of them in detail, understanding what they do and what they want to pursue, created various apprehensions in my mind. Mainly my mind was revolving around one employee of this firm having few months of industry experience. He attended only one day of training. On asking the other employees of the firm as to why is he not attending the training I got an answer saying, “he wants to focus on machine learning and doesn’t wish to understand the framework for which he would be making a new process or a software.” He told one of his colleague that whatever process would be explained to me by a banker I can understand from him and work accordingly and therefore, I don’t require such background training on what the regulations in risk are and what they would be.” Listening to this I thought an engineer would be an engineer and continued imparting the training.

Once the training got finished and I was completing some related documents, my mind struck me of the same person. I thought he must do his MBA as he lacks in bigger picture of life. I do understand that he is quite focussed which is really good but at the same time MBA makes you realise that out of whatever you are studying here you may use only 10-20 per cent of knowledge in your immediate job. But as you move up in your career ladder, the remaining 80-90 per cent gets applied in some way or the other. MBA makes you think out of the box. Obviously, there will be some exceptions. Moreover, it grooms you, polishes your communication and presentation skills. I believe it helps a person to stand from nowhere to somewhere, such that people in his organsation can see his polished skill-set.

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