Thursday, 16 June 2011

Work culture

"Culture" is most commonly used in three basic senses: Excellence of taste in the fine arts and humanities, also known as high culture; An integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for symbolic thought and social learning; The set of shared attitudes, values, goals, and practices that characterizes an institution, organization or group
(Source: Wikipedia)

In this post, I want to focus on the last point about attitudes, values, etc. that characterizes an organization.

I was lucky to have worked in multiple countries, and sure each place has its own culture. However, the work culture while being a microcosm of the larger prevailing culture tends to have its own characteristics. These are manifested in form, type and regularity of good and bad depending usually on the people who lead from the top but sometimes exceptions do occur.

A key characteristic that differentiates a good governance organization is the transparency of information (internally and externally) as well as the respect shown to individuals within and outside the system.

It is sad when, especially younger, people are subject to the wrong sort of experiences as a result of the management's lack of desire to shoulder their responsibilities, in the right way, and practice a better quality of interaction and responsibility. Organizations who do not care to understand this, are risking their future. This is the sad truth. For no longer does the world abide by the manner in which organizations were run decades ago! However, it is a truth that is unpalatable, undesirable and incomprehensible to those irresponsible management staff who can actually make a difference to the way perceptions and experiences are shaped.

Today, the world has changed. No longer is it closed. It is open and opens further every second. Communication is instant, wide reaching and phenomenally fast! Watch out for the danger for someone, somewhere, soon is going to step up sideways and out-punch the 'averse to change' organization.

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