How can we make office culture more process/task oriented rather than people oriented? Is this a good approach?
From India, Delhi
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23From India, Delhi
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Dear Richa,
There are two types of goals: one is a task goal, and the other 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 organization's culture is, of course, the 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 at any time that "we are just a 12-employee company." If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
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There are two types of goals: one is a task goal, and the other 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 organization's culture is, of course, the 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 at any time that "we are just a 12-employee company." If you do this, the growth of your company will start happening quite rapidly.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh Divekar,
There were a few things on my mind regarding this query:
1. Based on my previous queries and discussions, I am the only HR personnel in my office responsible for creating HR policies. There is no senior HR individual to supervise or guide me on whether I have made the right decisions.
2. I continuously strive for the betterment, advancement, and development of both employees and the employer.
3. I am in a learning phase and would like to discuss various leadership styles along with their pros and cons.
Thank you.
From India, Delhi
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There were a few things on my mind regarding this query:
1. Based on my previous queries and discussions, I am the only HR personnel in my office responsible for creating HR policies. There is no senior HR individual to supervise or guide me on whether I have made the right decisions.
2. I continuously strive for the betterment, advancement, and development of both employees and the employer.
3. I am in a learning phase and would like to discuss various leadership styles along with their pros and cons.
Thank you.
From India, Delhi
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Dear Richa,
I appreciate your intellectual curiosity. Nevertheless, limitations come with your designation. Therefore, at this stage, just fulfill the requirements of your boss. Just do what he/she says. Your major concern is earning the trust of your boss. To earn trust, you have to find your feet first. I understand your zeal to implement something that you have learned in your MBA course. But then practical HR life is completely different from what you have learned. Lest there could be a mismatch between the expectations of your boss and what you are doing. It could be detrimental to your career.
Thanks,
Dinesh Divekar
From India, Bangalore
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I appreciate your intellectual curiosity. Nevertheless, limitations come with your designation. Therefore, at this stage, just fulfill the requirements of your boss. Just do what he/she says. Your major concern is earning the trust of your boss. To earn trust, you have to find your feet first. I understand your zeal to implement something that you have learned in your MBA course. But then practical HR life is completely different from what you have learned. Lest there could be a mismatch between the expectations of your boss and what you are doing. It could be detrimental to your career.
Thanks,
Dinesh Divekar
From India, Bangalore
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In general, organizations 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 organization can adapt. It can be said with certainty that organizations have to balance between their task orientation and people concern; either of the two in excess is bad.
To bring more task orientation, the inculcation of a culture of competitiveness, a culture of performance, a culture of ownership, and a 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
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To bring more task orientation, the inculcation of a culture of competitiveness, a culture of performance, a culture of ownership, and a 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
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Dear Dinesh Divekar,
My major concern is not to earn the trust of my boss. I already won his trust, so I have been working here for the past year. I had a discussion with my boss, and we are planning to improve the office culture. Therefore, I am looking for more suggestions here on the CiteHR platform.
Thank you.
From India, Delhi
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My major concern is not to earn the trust of my boss. I already won his trust, so I have been working here for the past year. I had a discussion with my boss, and we are planning to improve the office culture. Therefore, I am looking for more suggestions here on the CiteHR platform.
Thank you.
From India, Delhi
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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
Acknowledge(0)Amend(0)
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
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Dear Prabhat sir,
My organization is a "pvt. ltd." IT 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 a process-oriented work culture if possible.
From India, Delhi
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My organization is a "pvt. ltd." IT 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 a process-oriented work culture if possible.
From India, Delhi
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An organizational culture that supports the design and maintenance of efficient and effective business processes constitutes a process culture. Business processes are a logical link between business strategy, business model, and day-to-day operations. Process culture is a signature mark of employee behavior, attitude, and practices that drive all the activities performed on a daily basis to positively and consistently impact strategic objectives.
Examples of some companies that have used process-based approaches to impact their bottom line include Toyota, with its just-in-time model for reducing waste and managing inventory, and Southwest Airlines, which improved its turnaround time similarly to Indigo in India.
Some benefits of a process culture include better quality products and, in your company, better programs with fewer bugs. If your company's culture aligns with a tailored process approach, it will enhance customer satisfaction, delivery speed, and delivery reliability. Identifying the necessary processes for delivery, providing staff training, and ensuring timely information flow are crucial aspects of this approach.
Essentially, your company needs to study the processes used to complete projects and focus on implementing systems that prioritize process efficiency.
From India, Pune
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Examples of some companies that have used process-based approaches to impact their bottom line include Toyota, with its just-in-time model for reducing waste and managing inventory, and Southwest Airlines, which improved its turnaround time similarly to Indigo in India.
Some benefits of a process culture include better quality products and, in your company, better programs with fewer bugs. If your company's culture aligns with a tailored process approach, it will enhance customer satisfaction, delivery speed, and delivery reliability. Identifying the necessary processes for delivery, providing staff training, and ensuring timely information flow are crucial aspects of this approach.
Essentially, your company needs to study the processes used to complete projects and focus on implementing systems that prioritize process efficiency.
From India, Pune
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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 the organization'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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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 the organization'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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