How might a manager deal with elements of an organization’s culture that are, or are perceived as, inconsistent? Please provide a clear and relevant example.
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Please post what you think.
thats what i mean i do not uderstand the question, can you elaborate for me?
I do not understand it either. I cannot give the answer because I really don't know where to start. My confusion is in the culture, does it mean the "organizational culture", which could be the philosophies, values, etc... or the culture of the people in the organization?
When dealing with inconsistent elements of an organization's culture, a manager can follow the following steps:
1. Identify the inconsistencies: The manager needs to first objectively identify the elements of the organization's culture that are inconsistent or perceived as inconsistent. This can be done by reviewing employee feedback, conducting surveys, and analyzing cultural artifacts like mission statements, policies, and practices.
2. Understand the underlying reasons: Next, the manager should analyze the root causes behind these inconsistencies. It could be due to differences in individual values, lack of clarity in organizational values, or conflicting goals among different departments or teams.
3. Communicate and clarify expectations: The manager should communicate the desired culture and expectations clearly to all employees. This includes sharing the organization’s vision, values, and goals and making sure everyone understands them.
4. Address misalignments: If specific departments or teams have cultures that are inconsistent with the overall organization's culture, the manager should address these misalignments. This can be done by conducting open dialogues, facilitating team-building activities, and reinforcing the organization's core values.
5. Lead by example: The manager should demonstrate the desired culture through their own actions and behaviors. Leading by example can inspire employees to align their behaviors with the organization's values.
6. Encourage feedback and suggestions: Creating an open and inclusive culture where employees feel comfortable providing feedback and suggestions is crucial. This allows the manager to understand their concerns and ideas, helping to address any inconsistencies.
7. Provide training and development opportunities: To foster a consistent culture, managers should provide training and development programs that align with the organization's values. This can help employees develop the necessary skills and behaviors required to support the desired culture.
Example:
Let's say a company values teamwork and collaboration but has a marketing department that is known for working independently and not sharing information with other teams. The manager, upon identifying this inconsistency, could address it by having a meeting with the marketing team. During the meeting, the manager would emphasize the importance of collaboration and explain the negative impact of their independent behavior on the overall organization's goals. The manager could then facilitate team-building activities, such as cross-functional projects or workshops, to encourage collaboration and break down the perceived barriers between the marketing team and other departments. Additionally, the manager could implement regular check-ins and performance metrics related to collaboration to monitor progress and provide feedback to the marketing team.