The Corporate Culture Audit
In today's competitive business environment, examining your organization's culture can mean the difference between success and failure. Assessing your organizations culture will help you understand why things are done in a particular way. Organizational culture is set of shared beliefs and values of how things are done in an organization. Organizational culture is said to be the personality of an organization. Culture is comprised of the assumptions, values, norms and tangible signs of organization member. Anyone who has worked in more than 2 organizations will able to say that every organization has a different culture. As soon as you walk into an organization you immediately get to an idea of its culture by the way people dress in the organization or by the way the furniture is place in the organization. Corporate culture is a very essential ingredient for a successful organization. The culture of an organization operates at both a conscious and unconscious level. It is the culture of the organization that drives employees to think and behave in a particular way.
The corporate culture Audit is detailed assessment of the existing culture in an organization. The corporate culture audit helps organizations to determine whether the culture matches its business goals. It also helps organizations understand why things are done in a particular way in the organization. The corporate culture audit benefits the organization in the following way.
- Helps all members to identify with the vision of the organization
- Determines whether the culture of the organization supports the business goal of the organization.
- Helps employees understand why things are done in a particular way
- Helps to attract and retain the right staff
- Communicates the culture to all the members in the organization.
- Identifies the gap between the current and desired culture
In order to understand and assess the culture of any organization it is extremely important to gather the right data. Data is usually collected through surveys or interviews or questionnaires. Data in collected on how things are done in the organization. Employees are asked to describe in detail the way things are done in the organization. These are some of the questions asked
- What types of people perform well in this culture?
- How does this organization differ from other organizations?
- Is the organization open to change?
- What is the history of the organization?
- Does the current culture of the organization reflect the history?
- How is feedback given in the organization?
- How are employees rewarded in the organization?
- What is the acceptable pattern of behavior in the organization?
In order to identify the gaps in the data and to communicate the results of the audit a framework it used. According to the Alan Wilkins model there are four elements of organizational culture.
- Strategic Competence
A shared purpose creates a sense of direction among people in the organization. Employees are able to understand why they have to do things in a particular way. Also employees feel that they are making an useful contribution in maintaining the organizational culture.
Strategic competence is related to the purpose of the organization. Employees in the organization must feel that they have the competencies that will help the organization achieve its goals.
Trust among employees is important in order to have a successful business environment. Employees must feel that the organization will look after their needs.
In order to be successful, organizations need to be adaptable.
The information gathered from the interviews is summarized on the basis of the above-mentioned framework. The findings of the audit will help us understand the culture of the organization. Based on the findings of the audit recommendations made to improve the culture of the organization.