الثقافة المؤسسية
Organizational change refers to any significant alteration in an organization's structure, processes, culture, strategies, or systems. It can encompass a wide range of transformations, from minor adjustments in procedures to large-scale organizational restructuring.
Organizational change can be driven by internal factors such as new leadership, shifts in strategy, technological advancements, or external factors like market trends, regulatory changes, or economic conditions.
What is organizational culture ?
Organizational change is the process through which a company undergoes any transformation internally or externally. This change may occur after extensive internal planning, or rather suddenly, because of unanticipated external factors.
It can cause major shifts in the structure, culture, goals, operational processes, service offerings, and technology policies of a business.
Why is organizational culture important?
A strong culture builds alignment and belonging. It helps attract and retain talent, drives decision-making, and boosts performance.
- Improves employee engagement and satisfaction
- Supports company vision and strategy
- Encourages accountability and shared purpose
- Enhances collaboration and trust across teams
- Strengthens brand identity internally and externally
- Reduces turnover and onboarding time
How to measure organizational culture and climate?
Measuring culture helps identify gaps between ideal and actual behaviors. It also reveals the emotional tone of the workplace (climate).
- Conduct employee engagement or culture surveys
- Use anonymous feedback tools and pulse checks
- Run focus groups or town halls
- Analyse behavioral data (e.g., turnover, complaints)
- Compare stated values vs. observed behaviors
- Assess team collaboration and communication patterns
How to change organizational culture?
Culture change requires patience, clarity, and consistent action. It starts at the top and spreads through example and systems.
- Define what the new culture should look like
- Involve leaders in modeling desired behaviors
- Communicate change goals with full transparency
- Align policies, rewards, and recognition with the new values
- Provide training and feedback mechanisms
- Remove cultural blockers (e.g., toxic behaviors)
- Celebrate small wins to reinforce change
How to create a positive organizational culture?
Creating a positive culture means intentionally building an environment where people thrive, collaborate, and grow.
- Foster psychological safety and inclusivity
- Recognize achievements regularly and genuinely
- Encourage transparent and honest communication
- Prioritize employee well-being and work-life balance
- Offer continuous learning and growth opportunities
- Align leadership style with empathy and accountability
When is organizational culture considered dysfunctional?
Culture becomes dysfunctional when it blocks innovation, reduces trust, or tolerates toxic behavior. It no longer supports employee or business success.
- High turnover and low morale
- Lack of accountability or unclear roles
- Internal politics and poor communication
- Resistance to change or new ideas
- Micromanagement or fear-based leadership
استبيانات نبض الموظفين
وهي عبارة عن استبيانات قصيرة يمكن إرسالها بشكل متكرر للتحقق من رأي موظفيك حول مشكلة ما بسرعة. يتألف الاستبيان من عدد أقل من الأسئلة (لا يزيد عن 10 أسئلة) للحصول على المعلومات بسرعة. ويمكن إجراء هذه الاستبيانات على فترات منتظمة (شهرية/أسبوعية/فصلية/فصلية).
اجتماعات فردية:
يعد عقد اجتماعات دورية لمدة ساعة لإجراء محادثة غير رسمية مع كل عضو من أعضاء الفريق طريقة ممتازة للتعرف على ما يحدث معهم. نظرًا لأنها محادثة آمنة وخاصة، فإنها تساعدك في الحصول على تفاصيل أفضل حول مشكلة ما.
eNPS:
eNPS (صافي نقاط المروجين للموظفين) هي واحدة من أبسط الطرق الفعالة في الوقت نفسه لتقييم رأي موظفيك في شركتك. وهي تتضمن سؤالاً واحداً مثيراً للاهتمام يقيس الولاء. من أمثلة أسئلة eNPS ما يلي: ما مدى احتمالية توصيتك بشركتنا للآخرين؟ يجيب الموظفون على استبيان eNPS على مقياس من 1 إلى 10، حيث تشير 10 إلى أنهم "من المرجح جدًا" أن يوصوا بالشركة و1 إلى أنهم "من غير المرجح جدًا" أن يوصوا بها.
بناءً على الإجابات، يمكن تصنيف الموظفين في ثلاث فئات مختلفة:
- المروجون
الموظفون الذين استجابوا بشكل إيجابي أو وافقوا. - المنتقدون
الموظفون الذين كان رد فعلهم سلبياً أو غير موافق. - السلبيون
الموظفون الذين التزموا الحياد في ردودهم.
What are the types of organizational culture?
Different organizations adopt different cultural styles, often defined by how they value flexibility, control, and internal vs. external focus.
- Clan Culture: People-focused, collaborative, like a family
- Adhocracy Culture: Innovation-focused, encourages risk-taking and experimentation
- Market Culture: Results-driven, competitive, and performance-oriented
- Hierarchy Culture: Structured, rule-based, and efficiency-focused
How does organizational culture impact the change process?
Culture can accelerate or block change. The more aligned the culture is with the desired direction, the smoother the transition.
- Influences openness to new ideas
- Impacts how fast teams adapt to change
- Determines how leaders are followed or questioned
- Affects communication and collaboration across departments
- Can resist or support innovation
How to create positive organizational culture?
Reinforcing a positive culture is an ongoing process that involves shaping the environment, leadership, and daily practices.
- Set clear values and live them at all levels
- Invest in meaningful recognition and feedback
- Support a culture of learning and growth
- Build inclusive and diverse teams
- Promote ownership and accountability
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