How can we make office culture more process/task oriented rather than people oriented? Is this a good approach?
From India, Delhi
21From India, Delhi
Dear Richa,
There are two types of goals, one is a task goal and another is a process goal. The former is about what needs to be achieved and the latter is how it is to be achieved. Therefore, both types of cultures are important. Giving specific shape to an organisation's culture is of course job of leadership. You can discuss with your leadership to create the following types of sub-cultures:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of measurement
- (above all) a culture of discipline
Though I have mentioned various types of cultures, there is no watertight arrangement between the cultures. One single incident may give an example of various types of cultures. Secondly, start working as if yours is a public limited company. Never think any time that "we are just 12 employee company". If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
There are two types of goals, one is a task goal and another is a process goal. The former is about what needs to be achieved and the latter is how it is to be achieved. Therefore, both types of cultures are important. Giving specific shape to an organisation's culture is of course job of leadership. You can discuss with your leadership to create the following types of sub-cultures:
- a culture of self-learning
- a culture of competitiveness
- a culture of performance
- a culture of ownership
- a culture of innovation
- a culture of values
- a culture of change
- a culture of welfare
- a culture of celebration
- a culture of teamwork
- a culture of measurement
- (above all) a culture of discipline
Though I have mentioned various types of cultures, there is no watertight arrangement between the cultures. One single incident may give an example of various types of cultures. Secondly, start working as if yours is a public limited company. Never think any time that "we are just 12 employee company". If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dinesh Divekar,
There were few things in my mind for asking this query:-
1. As per my previous queries and discussions, I am the only one HR in my office who has to make
HR polices. There is no any senior HR to supervise my work or guide me if I have taken right decision or not.
2.I contentiously think for the betterment,advancement and upgrading of employees as well as employer.
3. I am in learning phase, so I want to discuss more of the leadership styles along with its pros and cons.
From India, Delhi
There were few things in my mind for asking this query:-
1. As per my previous queries and discussions, I am the only one HR in my office who has to make
HR polices. There is no any senior HR to supervise my work or guide me if I have taken right decision or not.
2.I contentiously think for the betterment,advancement and upgrading of employees as well as employer.
3. I am in learning phase, so I want to discuss more of the leadership styles along with its pros and cons.
From India, Delhi
Dear Richa,
I appreciate your intellectual curiosity. Nevertheless, limitations come with your designation. Therefore, at this stage do just fulfill the requirements of your boss. Just do what he/she says. Your major concern is earning trust of your boss. To earn trust you have to find your feet first. I understand your zeal to implement something that you have learnt in your MBA course. But then practical HR life is completely different from what you have learnt. Lest there could be mismatch between expectations of your boss and what you are doing. It could be detrimental to your career.
Thanks,
Dinesh Divekar
From India, Bangalore
I appreciate your intellectual curiosity. Nevertheless, limitations come with your designation. Therefore, at this stage do just fulfill the requirements of your boss. Just do what he/she says. Your major concern is earning trust of your boss. To earn trust you have to find your feet first. I understand your zeal to implement something that you have learnt in your MBA course. But then practical HR life is completely different from what you have learnt. Lest there could be mismatch between expectations of your boss and what you are doing. It could be detrimental to your career.
Thanks,
Dinesh Divekar
From India, Bangalore
In general, organisations tend to be task oriented and take people for granted. There is the famous Blake & Mouton Managerial Grid Theory on the various leadership styles an organisation can adapt. It can be said with surety that the organisations have to balance between its task orientation and people concern, either of the two in excess is bad.
To bring more task orientation, the inculcation of culture of competitiveness, culture of performance, culture of ownership, culture of innovation which Shri Dinesh Divekar Sir has pointed out would help a long way . However, there is equal relevance for people orientation too, as the adage states, "Take care of your people, they will take care of your business"
From India, Mumbai
To bring more task orientation, the inculcation of culture of competitiveness, culture of performance, culture of ownership, culture of innovation which Shri Dinesh Divekar Sir has pointed out would help a long way . However, there is equal relevance for people orientation too, as the adage states, "Take care of your people, they will take care of your business"
From India, Mumbai
Dear Dinesh Divekar,
My major concern is not to earn trust of my boss. I already won his trust so I am working here since last one year. I had discussion with my boss. We are planning to improve office culture. So, I was looking for more suggestions here on cite HR.
From India, Delhi
My major concern is not to earn trust of my boss. I already won his trust so I am working here since last one year. I had discussion with my boss. We are planning to improve office culture. So, I was looking for more suggestions here on cite HR.
From India, Delhi
Dear Richa,
In regard to this discussion we need to understand the frame-work of the organisation and people associated with. At no case from the evolvement of work culture science none of the theory proved better. The science and theory does not have any flaw but fall when it clash with ego and emotions of human. The theory put by Mr. Forsyth as to define the Task-oriented and Relationship-oriented: as “Task-oriented leadership is a behavioural approach in which the leader focuses on the tasks that need to be performed in order to meet certain goals, or to achieve a certain performance standard. Relationship-oriented leadership is a behavioural approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members.
An organisation can only be result oriented when each members of the organisation understands the tasks and deliverance within the frame work of time. And organisational set-up must ready to acknowledge the task performed by the person. To put emphasis on work facilitation, Be Focused on structure, roles and tasks, ready to Produce desired results is a priority, Give emphasis on goal-setting and a clear plan to achieve goals and strict use of schedules and step-by-step plans, and a punishment/incentive system
From India, Mumbai
In regard to this discussion we need to understand the frame-work of the organisation and people associated with. At no case from the evolvement of work culture science none of the theory proved better. The science and theory does not have any flaw but fall when it clash with ego and emotions of human. The theory put by Mr. Forsyth as to define the Task-oriented and Relationship-oriented: as “Task-oriented leadership is a behavioural approach in which the leader focuses on the tasks that need to be performed in order to meet certain goals, or to achieve a certain performance standard. Relationship-oriented leadership is a behavioural approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members.
An organisation can only be result oriented when each members of the organisation understands the tasks and deliverance within the frame work of time. And organisational set-up must ready to acknowledge the task performed by the person. To put emphasis on work facilitation, Be Focused on structure, roles and tasks, ready to Produce desired results is a priority, Give emphasis on goal-setting and a clear plan to achieve goals and strict use of schedules and step-by-step plans, and a punishment/incentive system
From India, Mumbai
Dear Prabhat sir,
My organization is a "pvt. ltd." I.T company and has around 55 employees. There is only one Director and I am the only HR in this company.
Kindly, let me know some positive aspects of process oriented work culture if possible.
From India, Delhi
My organization is a "pvt. ltd." I.T company and has around 55 employees. There is only one Director and I am the only HR in this company.
Kindly, let me know some positive aspects of process oriented work culture if possible.
From India, Delhi
An organizational culture which supports design and maintenance of efficient and effective business processes constitutes process culture. Business process is a logical link between business strategy, business model and day to day operations. Process culture is a signature mark of employee behaviour, attitude and practices that drive all the activities done/performed on daily basis to impact the strategic objectives positively and consistently.
Examples of some companies which have used process based processes to impact bottom line
Toyota with its just in time model for reducing waste and managing inventory has benefitted.
South West Airlines also improved its turnaround time like Indigo does in India.
Some benefits of process culture:
Better quality products and in your company better programs with lesser bugs probably
If your company culture is in line with tailored process approach it will improve customer satisfaction, delivery speed, and also delivery reliability.
You will have to identify the process required for delivery, training required to staff, timely inflow of information for completing the process.
Basically your company needs to study the processes they use for completing their projects and aim at having systems which attend to processes on priority.
From India, Pune
Examples of some companies which have used process based processes to impact bottom line
Toyota with its just in time model for reducing waste and managing inventory has benefitted.
South West Airlines also improved its turnaround time like Indigo does in India.
Some benefits of process culture:
Better quality products and in your company better programs with lesser bugs probably
If your company culture is in line with tailored process approach it will improve customer satisfaction, delivery speed, and also delivery reliability.
You will have to identify the process required for delivery, training required to staff, timely inflow of information for completing the process.
Basically your company needs to study the processes they use for completing their projects and aim at having systems which attend to processes on priority.
From India, Pune
Dear Richa,
You may call me on my mobile number +91-9900155394. In our personal discussion I will tell you what needs to be done to make organisation's culture process centric as well as task centric. Certain solutions cannot be provided unless we understand your challenges and your vision completely.
Thanks,
Dinesh Divekar
From India, Bangalore
You may call me on my mobile number +91-9900155394. In our personal discussion I will tell you what needs to be done to make organisation's culture process centric as well as task centric. Certain solutions cannot be provided unless we understand your challenges and your vision completely.
Thanks,
Dinesh Divekar
From India, Bangalore
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