Elements of a Strong and Healthy Culture

Both internal and external stakeholders benefit from a strong organizational culture. In the most general sense: A strong organizational culture provides work community identity, a sense of uniqueness, and sense of connection for all members within the organization.

Internal stakeholders benefit from a strong organizational culture because people are a organization’s greatest resource and the way to manage them is by the subtle cues of culture; strong culture helps employees do their jobs better. A strong culture fosters better employee motivation because internal stakeholders are better able to understand what is expected of them and are able to more strongly identify with the organization when the culture is strong.

The organizations and organizations that do the best job thinking through what they are all about, deciding how and to whom these central messages should be communicated and executing the communication plan in a quality way, invariably build a strong sense of esprit within their own organization and among the many constituents they serve.

Knowledge about an organizational culture—again, when it is healthy and strong—gives internal and external members a sense of purpose and importance within the organization because they adopt the organization’s shared meaning. As an organizational undergoes change, as your organization is now doing, the issue of culture becomes even more critical because it is generally called into question. Nonetheless, managers are still faced with the challenge of providing some cultural continuity as change is initiated and as an organization grows.

Individually AND in groups of 3-4 online, address the following:

What are the factors promoting a change in the management structure of the organization from a functional to a projectized organizational structure?

By moving from a functional organizational structure to a projectized one , how is your organization having to alter its culture to adapt to the environment in which ot must compete?

What is your organization doing to assist internal and external stakeholders in adjusting to these changes?