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Organizational Culture

House of Skills
by

Aleksandra Tomczak

on 11 January 2015

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Transcript of Organizational Culture

WE KNOW HOW
Everything begins with…
CHALLENGES,
they create
CULTURE
Use the bottom panel to navigate the presentation
ORGANIZATIONAL
to win
to know yourself
means
just
unexploited chances
there are no good
or bad solutions,
there are
PEOPLE
working,
create
CULTURE
There are a few reasons
why
WE
deal with
organizational culture
and
YOU
can take an advantage of it
we want to know
what's going on:
therefore...
considering
and threats
opportunities
perceived
MANAGEMENT
STYLE
BUILD
individual,
team
and organizational
on an
might proceed as follows:
The
definition of expectations and prospective outcomes from the project
Quantitative Research
(Hofstede Model )
(optional)
Qualitative Research
(interviews, focus groups)
supplement to the Stage 1
strategic workshop
summary report
makes use of
HOFSTEDE MODEL™
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D1: Organizational efficiency
designed by
our startegic partner
ITIM FOCUS
Since our consultants have been using the Hofstede Model
to analyze Polish companies of various kinds.

We execute huge, complex projects where we focus on outcomes and business changes.
HOFSTEDE Model
in a nutshell:
basic, autonomous measurements
sub-measurements being the foundation of organizational culture's analysis
the results in particular measurements are presented on a scale
from to
0
HOFSTEDE
0
100
100
D4: Point of reference
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D2: Orientation on the Customer
0
|....|.....|.....|.....|.....|.....|.....|.....|.....|.....|
100
100
D5:Communication system
|....|.....|.....|.....|.....|.....|.....|.....|.....|.....|
0
100
0
D6: Management philosophy
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D3: Work discipline
0
100
D7: Degree of acceptance
for leadership style
Means oriented
Externally driven
Internally driven
Strict
Easy-going
Employee oriented
Open
Cosmopolitic
Focus on achieving goals and outcomes,
that is:
dynamic and challenging work environment
inspiring leadership
the principle "no risk, no fun"
Relations with surroundings, related to the company's principles,
that is:
focus on rules abidance
cohesion
business ethics
impact on customer satisfaction
supporting management
flexibility
we do not trust the 'hard facts'
Relations with surrounding are adjusted
to a particular situation, that is:
Casual attitude, that is:
no discipline
no measurement of costs
the attitude, that creativity only comes from an informal atmosphere
Formal control system, that is:
a lot of discipline
high cost awareness
the notion, that without quality standards, we will get lost
personal problems are taken into account
the most important decisions are taken by groups
interpersonal skills
people are our strength
being open to new employees
no problems with adaptation
good information flow
that is:
Easy access to everyone,
that is:
departments cooperate with one another
competence plays a major role in recruitment
constant updates of professional knowledge
thinking years ahead
Employees identify with their profession,
Why House of Skills?
OUR CUSTOMERS
Piotr A. Gryko
TO MEASURE
means
TO KNOW
we examine the state of
the company's organizational culture
Focus on the way the work should be done,
that is:
routine work environment
precise execution
cautiousness
avoiding passing on bad news
7
31
COMMON
values
rules of functioning
manners of operation
work procedures
symbols
strenghts
& weaknesses
1996
WE
do the research
know more
the
CURRENT
situation
ANTICIPATED
Thanks to that we recognize
a common ground for understanding
current state
challenges
and future
that is
TO RAISE THE RESULTS OF COOPERATION
AND BUSINESS EFFECTIVENESS
our
OBJECTIVE
is to
COOPERATION PROCESS
http://www.itimfocus.org/
Model
100
Contact us
Senior Partner House of Skills
E-Mail: piotr.gryko@weknowhow.pl
Phone: +48 508 011 000
Piotr A. Gryko
Goal oriented
0
Local
that is:
Employees identify with their department,
blind loyalty to the company and management
teamwork within the departments
happy-go-lucky
that the company has to face
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by
measurement | analysis | change
Stage 0
Stage 1
Stage 2
Stage 3
Stage 4
TM
TM
TM
PRESS ESC
If the presentation
is watched
in full screen mode,
in your company
&
LEVEL
YOU
Closed
Difficult access to other employees,
that is:
being close to new employees
long process of adaptation
no information circulation
Work oriented
focus on the work, discussions about the efficiency
the most important decisions are taken by individuals
decision-making is highlighted
product is our strength
TM
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Bahlsen Lorenz
GATX DEC Polska
HSBC Bank Polska
Pepsi Cola General Bottlers Poland
PLL Lot
Provident
Raiffeisen Bank Polska
Sanitec Koło
Sephora
TP Emitel
Vattenfall Polska
Full transcript