In the blog last week, we considered some of the reasons why culture is important to both the public image of the organisation and to the welfare of employees. This week we will explore some of the pressures that trigger a need to constantly update the culture.
Challenges that trigger change in the organisational culture
The organisational culture has been rather poetically described as the stage on which the drama of any organisation unfolds. This definition dovetails with the argument that cultures need to be constantly updated to ensure greater alignment with both the internal and external audiences. Several challenges combine to motivate such actions.
Globalisation
First, in our globalised world national boundaries have become increasingly blurred requiring many organisations to adapt their style to a range of contrasting cross-cultural differences in key work practices and expectations. This includes a focus on leadership approaches, communication styles, and contrasting perceptions of time management.
Digital revolution
Next, constant developments arising from what is called the digital revolution or transformation requires cultures to be much more agile, flexible, innovative, and tech savvy. Moreover, as the speed of change is relentlessly accelerating organisations need to work harder just to keep pace.
Workforce demographics
Then, there have been distinct changes to the workforce demographics. Younger more educated employees now expect clearly defined career paths for getting on within the organisation, while they also seek more purpose in their role, flexibility, and a collaborative approach as they experienced in their university context.
External environment
After this, as society becomes increasingly concerned with environmental and social issues, organisations must be able to demonstrate a responsibility for sustainability and a sense of social awareness if it wishes to maintain a strong brand image. This includes a focus on various ethical issues as they become prioritised in the external environment.
Finally, it is now increasingly recognised that a strong and adaptive culture provides one of the best ways to ensure competitive advantage in an increasingly aggressive and ever-changing market.
Question 1
Are pressures to develop the culture relevant to small and medium scale organisations?
Question 2
What might be the primary reasons why organisations need to focus on demographics?
Question 3
Which factors influence the shape and style of the organisational culture?
We shall explore Question 3 in the next blog.
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