Time to Crack Open, Reframe & Rebuild The Top 6 Factors Affecting Organisational Culture in Post COVID Scenario...

 "Starbucks was founded around the experience and the environment of their stores. Starbucks was about a space with comfortable chairs, lots of power outlets, tables, and desks at which we could work and the option to spend as much time in their stores as we wanted without any pressure to buy. The coffee was incidental"— Simon Sinek 

We all applaud examples of organization culture when we see them however, defining the idea isn’t as obvious & stimulating. It is far easier to experience than to describe company culture which is not just a single aspect of the game but the game in itself.

We normally shy away from discussing things at an organizational or cultural level as we are instead big believers of actionable change at various levels. But it is seen in Post COVID Scenario that a large number of organizations across the world are mercifully discussing not only the need for "psychological safety" of people at the workplace but also other topics like ‘Resilience’ and ‘Effective Engagement’. Thus giving absolute weightage to Organisational climate that carries great significance in this changed scenario for maximizing utilization of human relations and resources at all levels to drive enhanced productivity and profitability.

At the root of any organization’s climate is a set of core characteristics that is valued collectively by members of an organization. The climate of an organization can be understood by checking the organizational behavior system around the spectrum of nuggets as outlined below.

It is imperative for Leaders & organisations to check whether these below mentioned 6 elements are in place or not?

Top 6 Factors Affacting Organisational ClimateAdd 

Organization Structure
As Organizational structure is the established pattern of relationships among components or parts of the organization. Thus a thorough check is required about extent of presence or absence of red-tapism and bureaucracy, departmentalism, a delegation of authority, identification of activities, and grouping of activities, .

Responsibility Patterns
Responsibility is defined as the obligation of an individual to perform activities or duties which are assigned to him. Responsibility arises from the superior-subordinate relationship. It includes questions like who is responsible to whom, who set guidelines, and who solves the problems. It is very important to check whether all responsibility patterns are at a place and working effectively.

Reward System
Reward a thing given in recognition of service, effort, or achievement and it puts a psychological pressure on people to improve performance on the job. In the present scenario, where people are already facing a lot of psychological pressures, it becomes imperative that Rewards may be given in a positive way like encouragement, promotion, appreciation, and negative terms like threats and criticism must be avoided.

Elements of Initiative & Risk
The initiative increases zeal and energy and develops in human beings the habit of taking risks. The factor tells that calculated risk is appreciated in an organization and sometimes big risks have to be taken in case of competition. It is to be seen whether seniors take the chance or juniors are also given the opportunity of taking initiative and risk. In the present scenario, we must encourage balance of elements of initiative and risk amongst our people.

Each individual in the organization is related to others and his functions affect others, too. Warmth is concerned with the human relations in any organization. It is to be observed whether people have knowledge about others, the atmosphere is easy and relaxed, the relationship is warm, friendly, and healthy among seniors and others. Organizations must ensure that elements of Warmth should be at a place.

Office Politics and Lack of Purpose
In the present scenario, If toxic environment clique-behavior, lack of collaboration, and lack of purpose in a group or organization emerge, it will result in sharp drops in performances over a period of time. Thus, special attention is to be paid to avoid office politics and lack of purpose.

This is the time to dig deep and take the opportunity to crack open these heavy themes and elements of organizational climate and work on them now. It has become imperative for organisations to regroup, reframe and rebuild for better future as an organisation is nothing but a combined capacity of its people who create value.

[Views expressed are personal]

About the Author -

This article has been written jointly by Raj Gupta & Dr. Arun Sachar, who also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.

Raj Gupta, Author of Multiple Books & Award-Winning HR Leader with 25+ Years of Experience 
Dr. Arun Sachar, An Educationist & Management Consultant with 30 years of experience with Top multinationals and premium academic institutions. Author of Many books & research articles.

The article was originally published on LinkedIn

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