Corporate Culture Drives an Organization

Lately there have been many examples, various companies which not only talk but flaunt their Corporate Culture and the result of the culture speaks about themselves.

Take the case of Toyota, the world class organization…the culture they boast of is not just about producing world class automobiles but also their leadership which drives the positive and motivational culture.

I read in some interview, that you speak to any employee of Toyota; they all are so clear about their mission, values and vision. The zeal like this does not come without a visionary team which leads the global giant and makes it a successful company.

So what is it which makes the culture in any organization? It is a non tangent, a shadow kind of thing which is present all the time. The way an employee conducts to the productivity, to the way people sell their products and so on and so forth.

Let me share my own experiences in creating different cultures in various organizations I worked in the past…

There was this company where people had this aptitude of being a ‘yes man’, if the boss said that they were to head North then all would head north, not considering if they would get any business there or not, just because the boss liked North Indian food so nonchalantly everyone enjoyed his company and obviously after one or two drinks inside the system thewhole idea of self respect and things like that went out of the window.

It took almost 8 months to change that behaviour, not completely though as once the laid back attitude became part of the system it got difficult for a handful of people to set it right, nonetheless we tried very hard using these techniques:

# We started taking a keen interest in the Star performers, their creativity, their thoughts, innovative ideas. Once they have the confidence in you they start listening to you and given a chance they all knew how to say a NO too.

# Once the other employees observed that some of the members of the bunch were getting recognition, initially the rumors started to flow in that they had become Managerial “Chamchas” (sycophants) but lately the results started to show off and people got to know that if you performed the Management would be interested in you too.

# Loads of recognition, a pat on the back in public, incentives- all this really works for a result oriented and positive culture.

# Keeping company’s financial a secret does not work anymore….we have to be very careful what to share and what to hide. With the new generation taking lead roles in various companies, hiding certain unharmed information is not advisable.

These are the people who can make or break you. Yes, the management has the power and authority to change them at any given time, but people like these bring huge benefits to the company.

# Training eventually helps in reaching the desired goals when you are just few steps away. Right information and skill development are the key factors which help in creating a positive culture. Right training and specific IDP’s can make a situation much more favourable than I had ever thought. It is actually a part of taking keen interest in your performers.

# Culture change comes with introducing change in the right manner which is possible once the communication about the objectives of the changes is clear, precise and properly dragged down the ladder. Talk, write, speak, make presentations do whatever you can to reach out to maximum number of people yourself, and the better are the chances of your success. Communication is the blood flow of any good cultured organization.

# Develop Values in People, or use their values to create a positive culture. Values can be developed, Yes…CSR is one such exmple. If you tell them we are deducting Rs. 100/- from your salary for some CSR activities and that’s it. Full stop. At some point they will wonder what is happening with their money. Now Look at this, you are deducting money and every week or fortnightly you are conveying to them that the money is being utilized for Purpose A, Purpose B and so on. Which one do you think will make changes….

This is just what we did with one Company, there are many more examples to come…but before I write some more, why don’t you all share your views with me. Tell me, how did you make a difference in your organization? What was that, that was close to your heart? One such Initiative…

Waiting for your comments…

  • Prashant Bhonsle

    That’s very true. We are also doing the same kind of work and are involved in treating other’s SWOT through our SWOT.

    For Other’s SWOT is : Strength, Weakness, Opportunities & Threats…

    Our SWOT is: Seminars, Workshops, Organisational Development and Training & Mentoring…


    Prashant Bhonsle
    General Manager
    Think Tank Management Consultants Pvt. Ltd.
    Unit No.:6, 6th Floor, Crystal Castle Phase II,
    Off. Salunke Vihar Road, Near Clover Citadel,
    Wanorie, Pune – 411 040.
    Cell No.: +91 99 22 34 76 99.
    Landline: +91 20 32 34 29 27 / 28

  • Dwarkanath_rao

    Yes very true. One thing which is liked was the hiding factor. Today in every organization this is happening so commonly is a very bad one which would effect the entire organization

  • banny

    its nice change..people

  • Smarttrainershyd

    Makes a good reading. As a corporate trainer who does Values, Vision and Mission building in organizations, I applaud the flow of thoughts. Culture of an organization does depend upon its leader. And culture has to be preceded by Values. Values have to be developed from down the line and NOT imposed from the top. Training people in Value building only get started a cultural change that many companies expect to bring in. There is no short cut method into this.
    Let me say to M/s. Archana that you have brought in a lively debate. I hope others follow to get the thoughts cleared.

  • Princee_saxena2008

    thanks for giving such valuable info about CSR and how to build value among employees……can u plz also throw some light on how to manage disagreements of employees within the organisation..

  • Adiseshub

    absolutely correct your comment.

  • Anne Kasim

    Such an interesting information and useful for us in the same line…Thanks

  • Abszsm


  • Apurva Aggarwal

    Thanks…….this is really a very good article…you have provided a valuable information about CSR……& we all should take responsibility towards it…

  • Prashantp404

    Dear Archana,
    In full agreement with your article.
    Freshers in the industry to take a lot from this.
    I have experimented the same – and was successful in many ways.

    Best Regards,

    Prashant L Parab

  • Ila Joshi1411

    Nice effort Ms. Archana but i somewhat agree with Mr. Smarttrainershyd. Cultural change is not something which happens in a fortnight or a month. Its a very long process. I guess your statement is needed to be clarified more in terms of what were the outcomes and to what extend were you successful.

    Ila Joshi

  • Ila Joshi1411

    Nice effort Ms. Archana but i somewhat agree with Mr. Smarttrainershyd. Cultural change is not something which happens in a fortnight or a month. Its a very long process. I guess your statement is needed to be clarified more in terms of what were the outcomes and to what extent were you successful.

    Ila Joshi

  • Kv Narrasimham

    Dear Archana,
    Your thoughts are excellent eye opener for many budding organizations and people therein. Yes building values and culture change takes a long time. It involves total dedication, committment and I believe MOST IMPORTANT of All is “TRUST”. In today’s environment CHANGE is required and in order to internalise, it starts at the very top and percolates downwards in a slow and steady way. Every body has to be a part of this game, then only organizations will be TOTALLY CULTURE and VALUE DRIVEN.

  • shakti

    this practical approach is appreciable. i would like u to provide some more information in regard to corporate cultural change .

  • Archna Khurana Sharma

    Hi Ila…

    The process was very long..and its mentioned in the article too that it took almost 8 months when we start seeing some results of all the hard work and efforts we put in.

  • Nikewumi

    This is a nice one. But my concern is how do you help in a work place where everything revolves round the business owner and as much as you are trying to help your effort is being frustrated. There are no mission or vission statements.One was drafted on his behalf, for one year he has never decided whether it should be used or not.How do you make an impact in a circumstance as this? I will like to learn from others. Thanks.

  • Kusum

    Its true that the vision and mission should be one, then only a company will be called successsful. The company where i am working just now, there the hr breaks, molds and changes the rules according to her convinence and then she names in a corporate culture. she has never given the rules and regulation. she gives it in installments. I would like to know from all the hr here that when you draft any rules, you see your convinence and then draft and name that corporate culture. I will give you a small example. Morning time is fixed, if you come one minute late. you are marked late, BUT evening there is no time. After office hours we are waiting for 1 or 2 hours that is not considered. No overtime is given. I want to ask if you are deducting then u should pay also.

  • Dr.KVN

    We have also passed through such situations Our experience indicate that all the top officials including the business owner should work toghter to do a swot analysis. Then the importance of the strategic use of the vision, Missiom, values etc is presented to drive home the new way of working.