The Impact of an Intranet Platform on Organizational Culture for Medium-Sized ...
When we start developing a new intranet platform for any sized company, we always ensure that we are made aware of the company's organizational culture, as we need to make sure that modern intranets have applications and interfaces that are aligned and will stand the maximum chance of being adopted by the target users.
Ultimately, this ensures that the sponsors (which for medium-sized companies are normally members of a management team that includes the business owners or CEO) are pleased with the intranet platform project outlines, mock ups, applications and functionality, and are willing to proceed with moving the project forward, including handing over implementation responsibility to the designated project team.
However, during recent meetings we have actually asked the interesting question - "Would you like modern intranets to change the organizational culture - and if so how?"
This has led to some very interesting and thought-provoking discussions. Based on our recent experience it is clear that a modern intranet platform offers many ways to impact corporate culture and therefore should be one of the primary tools with which to do so.
What Factors Determine Organizational Culture?
It is accepted knowledge that organizational culture is expressed in shared values and practices across a company and can be supported by modern intranets. This is shaped by multiple factors, some of which are external to the business - such as laws, regulations, business climate, industry - or are a part of the legacy - such as history, ownership, and role models.
But many critical cultural factors are internal, and therefore subject to influence and in turn capable of evolution, however difficult this may be to accept or adapt when planning an intranet platform.
Cultural factors to consider when developing modern intranets include: expressed corporate values, technologies the organization uses, whether the company continually looks forwards or to the legacy of the past, freedom of individual expression, how feedback is captured and expressed, how responsibilities are allocated, participation in the decision making process, what's condoned, what's discouraged, and how complaints are handled.
Difficulty of Changing Organizational Culture
The difficulties of changing organizational culture are well documented, extremely important and should be considered when developing modern intranets. Changing the cultural aspects of an organization is highly important whenever the competitive landscape changes and the old way of working and attitudes are no longer generating the lasting returns that the company has historically enjoyed.
Changing Organizational Culture - News
The difficulties of changing organizational culture are well documented, extremely important and should be considered when developing modern intranets. Changing the cultural aspects of an organization is highly important whenever the competitive
On the other hand, when fund companies focus on gathering assets, the corporate culture--and fundholders--can suffer. The industry's leading stewards of capital focus first on serving shareholders well and delivering strong performance, both of which
It involves understanding the rules, albeit often unspoken ones, that are behind the behavior occurring within a particular culture — whether among an ethnic group, an organizational culture, or the subculture of a political party or religious group.
Success won't be changing an organizational flow chart or pinching a few pennies. Success will be measured by that most difficult metric: changes in a government culture. Call The Bee's Jon Ortiz, (916) 321-1043. Read his blog, The State Worker,
"There was just this sort of decades of organizational hubris about, you know, our own excellence and our own dominance," he says. "And then in a matter of like 18 months, all of a suddeneverybody started like asking a question: could The New York
Company Mergers – 6 Considerations When Changing Organizational ...
After days and months of discussions, meetings and tough work, when a merger takes location with your organization, the entire scene modifications significantly in order to give location to a entire new set of employees, policies, theories, terms and conditions. In the procedure, your existing organizational culture will evolve depending on the personality of the leaders.
In such a case, how really should you go about changing the organizational culture?
Prior to merging, you really should go by means of the culture patterns of the merging organization and see to it that if you determine to go for the merger, the cultures really should merge as well. After the merger, it would be far better to establish new organizational objectives, techniques, goals, etc. based on what sort of merger your organization has gone by way of. Accordingly, a new entity wants to be reflected in the all new organizational culture. Call the existing employees to discuss some strategic plans and involve them in the choice making method – they likely are anxious and welcome the engagement. Also, sit together for a joint assessment of the culture. Bear in mind, it would take additional than planning to preserve the positives of both the cultures and incorporating them. Beyond the leaders personality, the culture is also influenced by the generational makeup, specially employees from Generation Y and Generation X. After the assessment is derived, and a wide engaging method, the new strategic plan really should be brought to action. Maintain a close monitor as to how the merged employees are working and accepting the new culture. Mergers regularly are “takeovers.” And employees could possibly really feel a loss, new values are unclear, and a new code of conduct will emerge. Do not hurry or else, it will breed contempt!
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As leadership coaches Jodi and Mike support organizations in Organization succession with a focus balancing economics with organizational culture http://lighthouse-leadership.
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