changing organisational culture

• What is Organisational Culture?

  • The shared values of a business

  • The beliefs and norms that affect every aspect of work life

  • The behaviours typical of day-to-day behaviour

  • The strength of a culture determines how difficult or easy it is to know how to behave in the business
• Signs of a strong organisational culture include

  • Staff understand and respond to culture

  • Little need for policies and procedures

  • Consistent behaviour

  • Culture is embedded
• Evidence that points to a weak organisational culture include


  Little alignment with business values

  • Inconsistent behaviour

  • A need for extensive bureaucracy & procedures
• Key Influences on Organisational Culture


  • Influence of the founder (“shadow of the leader”)

  • Size & development stage of the business (e.g. start-up, multisite, multinational)

  • Leadership & management style

  • Organisational structure, policies & practices

  • Employee & management reward structures (e.g. pay, bonuses, individual v team rewards)

  • Market /industries in which it operates
• What Are the Signs that Organisational Culture Might Need Changing?

  • Declining profits and sales

  • Inadequate returns on investment

  • Low quality or standards of customer service

  • Loss of market share

  • Failure to innovate