{"id":352,"date":"2013-06-07T10:36:08","date_gmt":"2013-06-07T10:36:08","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=352"},"modified":"2013-06-07T10:36:08","modified_gmt":"2013-06-07T10:36:08","slug":"organization-culture-and-performance-managemen","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/organization-culture-and-performance-managemen\/","title":{"rendered":"Organization Culture – Performance Management for New Age Organizations"},"content":{"rendered":"

\"organizational<\/a><\/p>\n

Then there is another shift that is happening everywhere. The purpose of an organization has changed from \u201cmaking money\u201d to \u201cgrowing people\u201d. From money is the purpose, people are the means, the paradigm is now, people are the purpose, money is the means<\/b>.<\/p>\n

Whether you are trying to transform the DNA of an evolving but old organization, or trying to embed this new age thinking in to the DNA of a new, emerging organization, the challenge is in breaking the established and accepted norms of behavior and creating new patterns of thought and action \u2013 in essence a cultural change.<\/p>\n

Any organization culture is deeply encoded in its systems and processes, in its formal and informal channels of communication, in its structure of power and relationships.<\/p>\n

We all know that it is exactly the same protons, electrons and neutrons (just the quantities are different) that make iron as well as gold. It is the same hydrogen that burns and oxygen that aids burning, which when together as H2O, can put off a fire and quench our thirst.<\/p>\n

Similarly, the systemic and emergent aspects of an organization have a downward causation on its culture. That is why, cultural change can never be achieved by trying to change the individuals, without changing the structures, systems, processes and relationships.<\/p>\n

Many organizations automate their existing knowledge, structures and processes, investing tons of money, making the existing culture of the organization much more stronger and difficult to change.<\/p>\n

Some use the opportunity provided by new technology to re-engineer their business processes, making improvements by many orders of magnitude.<\/p>\n

But very few use technology consciously as a tool for cultural change.<\/p>\n

But while trying technology as a tool for cultural change, it is easy to fall in to traps. \u201cLike re-engineering people processes\u201d. Or \u201cWe are not managing people, but helping them to manage their precious resources such as time and skills\u201d<\/p>\n

Watching our vocabulary is an excellent way to \u201csee\u201d the prisms through which we see.<\/p>\n

The word re-\u201dengineering\u201d \u2013 for obvious reasons \u2013 is not the appropriate word when dealing with people and culture.<\/p>\n

And when we are managing time and skills, we are still dealing with \u201climited\u201d \u201cresources\u201d, not with people and their unlimited potential.<\/p>\n

History has many examples of how creativity in a fraction of a second makes many hours, days, years or even decades of effort redundant. And how people with no relevant skills (read past experience) have fundamentally changed the rules of the game in their field of action.<\/p>\n

So creativity and entrepreneurial zeal of people (as against time and skills) have to be cultivated, nurtured and grown.<\/p>\n

People\u2019s growth and development should be the central purpose around which everything else have to be built.<\/p>\n

2.3 Ramkumar R S, Entrepreneur, Mentor and Consultant 7 (Excerpts from his article)<\/b><\/p>\n

\"\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Then there is another shift that is happening everywhere. The purpose of an organization has changed from \u201cmaking money\u201d to…<\/p>\n","protected":false},"author":4,"featured_media":503,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[21,13],"ppma_author":[9],"yoast_head":"\nOrganization Culture-Performance management for new age organization<\/title>\n<meta name=\"description\" content=\"Organization culture has now changed from money to people. 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