Is there any way to check the Organization Behaviour or Culture. In general talk, we say that this is in Org. DNA, so how to explore the DNA or find out the way to be adjust in the culture. The adoption in the culture may be difficult if you are not from that domain ... Saving Changes...
- research
- information interviews
- watch carefully
- ask questions Saving Changes...
Tim PodestaDirector of PM/PMO| Former BP- now IndependentPenn, Bucks, United Kingdom
My experience of culture is to observe , then compare and contrast with previous experience. To describe culture you can use a range of dimensions such as directive - collegial ; formal - informal ; closed - open. Saving Changes...
William M Hayden JrAdjunct Assistant Professor| University at Buffalo, School of Management, Operations Management & StrategyBuffalo, Ny, United States
Analyze job/companies reviews on websites such as LinkedIn and Glassdoor, and offline such as magazine publications. Then try tapping on networks where there are people you know with working experiences with the company or domain.
William M Hayden JrAdjunct Assistant Professor| University at Buffalo, School of Management, Operations Management & StrategyBuffalo, Ny, United States
Saving Changes...
William M Hayden JrAdjunct Assistant Professor| University at Buffalo, School of Management, Operations Management & StrategyBuffalo, Ny, United States
If I May . . .I operationally define organizational culture as “The Way We Do Things Around Here.” Not what executives and senior managers say or write, or the poster on the wall stating “Our People Are Our Most Important Assets!” The people simply wait, listen, watch, and share stories of what and how management has treated them during difficult and good times. Unless and until the observable behaviors of these upper level managers change, employees will tell new hires “Wait, this too will pass.”
Within smaller org subsets, e.g. Functions, Projects, Regional Offices, I have observed creative trust-centric cultures out-of-reach of their distant non-trust-centric headquarters office.
Seems a lesson waiting to be learned is that Structure Follows Strategy.
• How to discern an org’s real culture when considering accepting an offer? Ask to meet with employees without any higher-level chaperone. Walk and observe the work spaces of employees, lunch room, library. Interview the HR officer. Listen with your eyes and see with your ears. Remember that how you are treated now is probably the very best. And of course, check them out on social media. Saving Changes...
