Let’s use a metaphor to illustrate the answer to your question: “What’s the perfect temperature for water?” well that depends on outside factors and the purpose you have for that water. Boiling water isn't suited for a shower, cold water isn't suited to cook pasta. There is not a perfect one-size-fits-all solution.
With Organisational Culture the same is true, it needs to fit with your strategy, your goals and external factors. This is the fastest way to own your organisational culture and make it work for you, and not against you or your purposes.
So, is there a perfect organisational culture?
There is, but not in the normative static way, meaning that what might be perfect for your organisation, might be dysfunctional for other organisations. Regardless of the fact that they are in the same industry and in the same country. Equally, what is perfect for you now, might be dysfunctional for your organisation in two years when the environment or your goals will have changed.
It is essential to establish what we mean by “Organisational Culture”. Prof. Hofstede has defined it as “the way in which people in an organisation relate to each other, their work and the outside world, in comparison with other organisations”. As simple as that.
In order to determine what is your perfect organisational culture, you need to start with a goal; you need to want something from your organisation.
These goals can range from
- driving innovation,
- ensuring a successful M&A,
- increasing your presence in the market,
- driving breakthrough sales,
- stabilising your organisation after an M&A, or after a rapid growth,
- getting people to be more cost conscious.
Author: George Lupascu
