The team will put all the ideas on the table here, and then you have to go th...
Building an organizational culture If you are now in the process of building and structuring the organizational culture for your company or the company you work for, it can seem overwhelming at first. You don't know exactly where to start and what to do. That is why we will take these steps one by one: 1. Creation of the project team Building the plan of an organizational culture is a job that requires more than one person. So, a first step is to determine which team will handle this project. You can bring in people from HR, team leaders, and anyone else you feel could have input into the whole process. 2.Establishing objectives Like everything that happens in a company and the organizational Phone Number Data culture needs goals. You need to be clear with the team about what you want to achieve, what kind of culture you want to implement and how you want to do it. Setting goals will help you see your progress and evaluate the whole process at the end. 3. Analysis of current culture Even if you are working on organizational culture, there are certain values and behaviors that are still present in the company, even if in a more informal or indirect form. Identify these elements of culture, see what you can keep, what you want to improve and what you want to change. You can find out this information by observation or by asking employees, in the form of a questionnaire. 4. Defining the desired culture After analyzing the current culture, certain aspects will emerge that can be changed or improved. In this step you have to make decisions. What kind of culture do you want for this company? How do you want it to be translated into behaviors? How do you want people to perceive you on the inside? What about outsiders.
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The team will put all the ideas on the table here, and then you have to go through them and see what kind of culture you're aiming for. 5. Identifying the gap between cultures This step is meant to show you the gaps and differences between your current culture and your desired culture. You will see which values are not supported by behaviors or which behaviors are missing values. You will identify the areas where there is more work and you will be able to create a complete organizational culture. 6. The gap reduction plan Once the gap is identified, you can work on a plan to close it. What exactly can be done better? What are the parties involved? How soon do you want to close this gap? All these questions will find their answer in the plan you make with the team responsible for this project.
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