Organisational Culture

One of the most intriguing but difficult concepts that leaders and managers have to grapple with is organisational culture. Yet an understanding of this phenomenon is vital, partly because one cannot understand how an organisation works if one neglects its culture, and partly because the whole concept of the culture of the organisation has become central to the management of change.

The approach taken in OPUS is that while it may not be possible to change the organisational culture per se it is possible to influence the culture indirectly. The key to this approach lies in an understanding of how organisational culture develops. In simple terms we can say that the members of all organisations develop a construct of their organisation. This is frequently referred to as 'The bosses'; 'They'; 'The Governors'; or, 'Them up there'. These are not references to any particular senior manager(s) but a construct that fits their perceived view of the organisation. From this construct they develop a shared view about the forms of behaviour they should adopt which they feel are appropriate to that construct. This results in 'the way things are done around here', or put another way, the organisational culture.

However, to actually get to the point where we can begin to influence the organisational culture we need to identify what influences the members' view of their organisation. Several factors may be influential, but we can say that the most influential are likely to be the official structures, strategies, policies, management styles and decisions, especially those of senior managers.

Everyone, including senior managers both influence and are influenced by the organisational culture. But, if we want to change organisational culture we need to start at the top and ensure that official structures, strategies, policies, management styles and decisions all reflect the sort of culture desired. It is imperative that the most senior managers are able to provide the leadership necessary to bring about change. All sorts of initiatives can be taken, but without leadership, little may actually change.

Senior managers and leaders who are interested in 'influencing' their organisational culture, either in a process of change or because it is currently considered dysfunctional, and would value a helpful discussion about what is happening and what might be done about it, please contact OPUS as follows:

Dr Lionel F Stapley, by mail at: 26 Fernhurst Road, London SW6 7JW;

By Tel. & Fax at: 0171 736 3844; or, by e-mail at: LionelStapley@MSN.COM