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All about culture
by Toronto Training and HR
September 2013
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CONTENTS5-6 Definitions
7-8 Primary characteristics of organizational culture9-10 Traits of organizational culture11-13 Elements of organizational culture14-17 Dimensions of organizational culture18-19 Strengthening organizational culture20-24 Types of culture25-26 What does culture look like?27-28 Influences on culture29-30 Cultural differences31-32 Measuring culture33-34 Assessing and identifying culture35-37 Cultural competence38-39 Performance reviews40-41 How does ritual communication contribute?42-43 Applying reward and recognition programs44-49 Building a healthy culture50-51 Conclusion and questions
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Introduction
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Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Definitions
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Definitions• Culture• Corporate culture• Organizational culture
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Primary characteristics of organizational
culture
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Primary characteristics of organizational culture
• Innovation and risk taking• Attention to detail• Outcome orientation• People orientation• Team orientation• Aggressiveness• Stability
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Traits of organizational culture
Traits of organizational culture• Involvement• Consistency• Adaptability• Mission
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Elements of organizational culture
Elements of organizational culture 1 of 2
• Artifacts• Values• Assumptions
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Elements of organizational culture 2 of 2
• Vision• Value• Voice
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Dimensions of organizational culture
Dimensions of organizational culture 1 of 3
• Innovation• Stability• Respect for people• Outcome orientation• Attention to detail• Team orientation• Aggressiveness
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Dimensions of organizational culture 2 of 3
• Attitude• Style
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Dimensions of organizational culture 3 of 3
CULTURAL DIMENSIONS THEORY• Power distance• Uncertainty avoidance• Individualism v collectivism• Masculinity v femininity• Long-term v short-term
orientation
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Strengthening organizational culture
Strengthening organizational culture
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Types of culture
Types of culture 1 of 4
• Work hard, play hard• Tough-guy, macho• Process• Bet-the-company
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Types of culture 2 of 4
• Constructive• Passive/defensive• Aggressive/defensive
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Types of culture 3 of 4
• Me• We
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Types of culture 4 of 4
Collaborative (clan) Create (adhocracy)
Control (hierarchy) Compete (market)
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What does culture look like?
What does culture look like?• Invisible manifestations• Visible manifestations
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Influences on culture
Influences on culture• Leadership• Internal influences• External influences
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Cultural differences
Cultural differences• Scale• How does Canada
compare?• Values
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Measuring culture
Measuring culture• Exit interviews• Churn rate• Employee engagement
surveys• Internal v external fill rate• Voice of the customer
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Assessing and identifying culture
Assessing and identifying culture
• Is everyone singing the same chorus?
• How do leaders lead?• Who gets to drink from the
information reservoir?• Is this an organization
based of teams or of stars-and-satellites?
• How does an organization evaluate performance?
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Cultural competence
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Cultural competence 1 of 2• Definition• Comparison with cultural
training
Cultural competence 2 of 2
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Desire Awareness Knowledge Skills
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Performance reviews
Performance reviews• For employees with good
numbers and good values• For those with bad
numbers and bad values• For those with good values
but mediocre numbers• For employees with great
numbers but disappointing values
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How does ritual communication
contribute?
How does ritual communication contribute?
• Metaphors• Stories• Rites and ceremonies• Reflexive comments• Fantasy themes
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Applying reward and recognition programs
Applying reward and recognition programs
• Create an award program for peer recognition of a job well done or for going above and beyond in their work
• Produce a monthly or quarterly newsletter
• Plan an annual organizational-wide retreat
• Host employee outings• Recognize your employee’s
family including children and petsPage 43
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Building a healthy corporate culture
Building a healthy corporate culture 1 of 5
• Trust• Fairness• Respect• Alignment• Communication• Empowerment• Efficient processes• Structure• Self-discipline
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Building a healthy corporate culture 2 of 5
• Total focus on customer satisfaction and quality
• Behaviours required from leaders and managers
• Quality of life• The job itself• Rewards
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Building a healthy corporate culture 3 of 5
STEPS TO TAKE• Let everyone know the
strategic intent• Align values• Put the culture in print• Allow people to express
their individuality• Let the culture be bigger
than itself• Encourage relationship
building
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Building a healthy corporate culture 4 of 5
STEPS TO TAKE (CONTINUED)• Look for ways to reward or
recognize people when you catch them doing the right thing
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Building a healthy corporate culture 5 of 5
HOW AND WHAT• How you structure• How and who you hire• What you sat and do• How you performance
manage• What you reward• What you develop• How you lead
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Conclusion and questions
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Conclusion and questions
SummaryVideosQuestions