Pta Nai Kya Bne Ga Mera !
Many definitions of culture give primacy to the cognitive components, such as assumptions, beliefs, and values. Others expand the concept to include behaviors and artifacts, leading to a common distinction between the visible and the hidden levels of organizational culture.
Strong culture means a shared belief in practices, norms and other practices within the organization that helps energize everyone to do their jobs to promote better work environment.
Strategic Implementation is a process of activating the strategy. It is the sum total of all the activities and choices required for execution of a strategic plan.
It is the process by which strategies & policies are put into action through the development of programs, budgets and procedures
Strategy implementation may be said to consist of securing resources, organizing these resources and directing the use of these resources within and outside the organization.
“A strong culture is a big obstacle in new strategy implementation”.
Though the Strong Culture in an organization is the strength of it but it may bounce back a fool proof strategy and its implementation as:
In large companies, those who implement the strategy likely will be different people from those who formulated it. Thus it is sometimes contradict the current culture hence provoking uneasiness amoung the employees that straightly affects the implementation process.
In lower level position, managers resist its implementation because they don’t understand why the particular strategy was selected
Strong culture increases the commitment of employees hence creates uncertainty amoung the staff when they feel any upcoming change in their culture. They start resisting against the implementation process of the strategy.
Strong Culture endeavors confidence and cohesion amoung the work environment and employees. Working out of your comfort zone is mesmeric as per human nature and this generates obstacles in implementation of strategy.
Organizational culture refers to common behavior patterns within the group of people make up the organization. A strong organizational culture means that people within the organization tend to have similar beliefs and behavior patterns. A strong organization culture also means that there is less tolerance for behavior that move away from the accepted patterns. Strength of organizational culture is an important factor in determining the organizational performance. But much more important is the level to which the pattern of behavior supported by it is in line with the requirements of an organization. The impact of strength of organizational culture itself is mixed. A strong organization culture tends to bind together the people of the organization and contributes to smoother functioning. However, a strong culture also tends to build in inflexibility in the organization. It discourages change, and slow down creativity. Therefore, a very strong organization culture may not be very suitable for organization operating in dynamic environment, requiring frequent changes in its working style.
-- Culture in an organization is mainly developed due to working
environment over decades. Such cultures become almost unwritten laws
in such organizations, being followed by all very strictly and
rigidly, thus in such conditions these also act as barriers for
implementation of new strategies, ideas, unfreezing the situations,
changing the existing rules or changing the employees from their
places etc. However, one needs to carefully workout and diplomatically
handle such issues / situations in order to bring result oriented
changes in organizations.