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Diagnosing and changing organizational culture, in today’s context, stand at the very essence of the changing patterns of defining cultural norms and ethics of an organization. The term in its basic meaning refers to the sum total of the beliefs, etiquettes and attitude of an organization that bring forth a coherent understanding of societal role playing by its various individuals.
Conceptually, the term replicates a deeper and a wider meaning that concerns to the members of an organization to bring about its coherent and effective functioning. Diagnosing and changing organizational culture would therefore refer to a diagnostic and analytical understanding of the changing patterns of organizational culture under the aegis of today’s society and context.
With the changing contours of today’s globalized world, diagnosing and changing organizational culture has attained a paradigm shift from the erstwhile organizational attributes and ethics. A new change is henceforth brought upon in the domain of leadership and behavioural assessment. Leadership qualities go a long way in maintaining and uplifting the changing organizational culture, a direct need for an effective leadership thereby called for in times of turbulent and chaotic organizational culture.
Various organizational culture survey has carried on effective and fruitful research to enable organizations to build a nexus between culture on one hand and leadership values on the other, in order to diagnose certain strong and weak loci within the parameters of organizational culture itself, the sole intention being to make it a highly performing and profitable organization from the social point of view.
An inventory technique in organizational culture is finally called for to bring about and understand organizational culture in its very basic level, the desired being achieved one comes upon it. A proper and logical attribution to organizational skills and behavior patterns, enacted by attitudes and beliefs is ultimately called for. Surveys on individual cultural traits are designed and studied to assess an individual’s overall performance and leadership qualities to attain a tangible performance measure of the organization as a whole. Inventory brings for an overall make up of the lacking in organizational culture, specific and realistic touches being added to it.
Sociologists study organizational culture as a whole series of individual behavioral attributes that go to the making of an efficient organization from all angles. Recent surveys have even highlighted how even minor discrepancies within an organization account for tangible losses to be incurred by the organization. A diagnosis in changing organizational culture helps in studying the various organizational cultures adapted since time immemorial and locating it in today’s context to arrive at what is called a practically optimum cultural change required to be enacted and cultivated by the concerned organization.
Culture as one gets to understand from organizational point of view has the most difficult attribute to change, given the aesthetic and moral standards raised by the concerned organization. Diagnosing and changing organizational culture would thereby assist in evaluating free and fair unspoken rules of organizational function and implementation.
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