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Culture Development Consulting

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Culture Development Consulting

Create the path to high performance ?
You notice a transition when an organisation has a clear set of goals/aims, a clear plan of action and executes the plan in different steps.  Our organisational culture change approach starts with our specially trained team who dive deeper to understand the requirement of your company. They come up with a customised plan which is executed at a later stage which contributes in achieving high performance in the organisation as well as other changes that you are seeking.
Tracking Progress and opportunities with personalised analysis:
We have an expert team that is specifically trained in employing data analytics to drive change in cultural development thereby enhancing the productivity and work atmosphere. We personalise activities and trainings that are specifically designed for you, on the basis of our understanding of your needs.
Our expert team uses an evidence-based approach to quantify aspects of organizational culture that are proven to be linked to performance outcomes. We leverage internal dialogue, collaboration, and empirically validated culture assessments to quantify what have, until now, been the nebulous aspects of organizational performance.


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Culture Development Consulting

Organizational Culture

An organizational culture is a set of values and beliefs that are cultivated by its leaders and are well integrated into the business strategies and structures. It acts as a guide to it’s people on how they are supposed to behave and what is expected of them. These values and belief systems are propagated to its employees by their leaders through various methods that ultimately, help in shaping employee behaviour and understanding. 

Think of it this way. When you enter a person’s house, if they take off their shoes at the door, you are expected to do it too. If you don’t, you might get strange looks and chances are you might get offended too. This was a simple example of a culture and when you follow a strong culture, people know what they are expected to do.

Because each industry is different, their organizational culture varies too and a strong culture is a factor behind the success of a business. Contrarily, improper organizational culture can negatively impact a business by decreased productivity, disinterested employees and lower profits. Leaders play an important role in communicating its culture each day to its employees by themselves living through it. They lead by example. 

Most of the companies that undergo mergers have gone through dysfunctional organizational culture and have led them to failure. This can be avoided by redefining cultures and reconciling the differences faced. Nowadays, mergers have shifted their focus from blending cultures to working towards a common business agenda. Business experts believe that if there is the right business plan and objective in place, then a strong organizational culture will develop organically. 


Culture Development

Organizational culture is a system of shared values, beliefs and assumptions. A leader aids in the development of a culture in an organization by his words and actions. They have an impact on how employees perceive the work environment. You too can have a look at your organizational culture by asking yourself these questions.

1. What is the organization’s vision and mission?

2. How do we do things around here to execute a strategy?

3. How is the interaction within the organization?

4. What are the ways of being and behaving that your team represents each day?


That gives you your organizational culture !!

Developing a culture for the organization to succeed is similar to a parent setting a culture at home for the betterment of the child. When you develop certain values to inculcate discipline, you communicate it to the child with a set of rules so that he knows what he has to follow and what will be acceptable. A strong sense of culture during early stages of life will bring him a clarity on what his principles are and shape him as an individual. 

To develop a good culture, the first step is to plan on what behaviours and actions you want to encourage and what not. Explain this to your employees and understand how they view it. It is important for them to get a clear understanding of what is expected of them or it could become rather confusing. A strategic model can be established to communicate your values and belief system to the organization. You should visualize how your plans and actions will look like to form the culture of your organization. You can seek help from professional culture development consultants to help you build and maintain your organizational culture and bring stability to the workforce. 

Leaders and management can lead through example for others to follow and combine it with positive reinforcements like rewards to fit your organizational culture and address the issues that are not aligned towards it.


Factors affecting organizational culture

Organizational culture brings employees together and gives them a direction and a standard way of working to follow a common business goal. Some of the key factors that affect an organizational culture are-

  • Individual attributes

The individual traits of an employee are the first and foremost factor in determining organizational culture. Traits of an employee could include his personality, age, sex, mindset, style of working, competency etc. these traits shape how an organization culture would be. For instance- if the majority of employees in an organization are young and competent, they would have fresher ideas and enhanced skills and can bring an innovative culture to the workplace. Similarly, when most employees in an organization are older, they tend to be more experienced, knowledgeable and have a strong work ethic, which makes the organizational culture more resilient. 

  • Nature of the business

Nature of the business plays an important part on how an organizational culture would turn out to be. In industries that are dominated by demand and supply like financial institutions, banking industries, stock broking services often experience fluctuations in the market that can lead to increased job insecurity and financial unrest among its employees making its culture difficult and stressful.

  • Goals and objectives of the organization

Goals and objectives that an organization sets for its employees have a tendency to influence its culture. In industries like media and advertising, the company expects its employees to be hyper active and engaged around the clock. This may lead to fatigue and exhaustion in employees, thus, giving rise to negative work culture.

  • Clients and external parties

Organizations catering to clients or external agencies abroad have no option but to work according to their time or in shifts leading to disruption in work life balance and affecting the overall workplace culture. 

  • Management style

The management style and how they look after their employees are widely responsible for affecting the organizational culture. When management treats its employees with due respect and gives them autonomy in decision making, they feel valued and contribute in a long term to the organization. Whereas, employees treated merely as money making objects will affect the organization and its culture badly. 


Maintaining an organizational culture

Maintaining an organizational culture needs a continuous effort. The ideologies and principles that you have set as the culture should be ingrained into the employees work life each and every day. 

You can do so by letting your new hires know about your organizational culture and practices. Hire the ones that are not just qualified, but also a right fit to your organization. Always keep your company values in the forefront. Follow the practices yourself so that others can take your lead and your fresh hires can have a clear idea on how things work. 

Recognize employee achievements and milestones. This makes them feel valued and associated with the organization. Form a tradition and maintain it, no matter how big your business grows. Small things like celebrating birthdays, anniversaries, achievement of goals on a regular basis makes them feel appreciated and helps in maintaining a friendly and positive work culture. 

Maintain an open door policy by keeping all communication lines open. Be open to consumer feedback and understand their concerns. Communicate well with your employees too. This makes the work culture feel more tight knit and keeps the business grounded. 

Maintaining an organizational culture can be a tough task. It takes time to form. But with constant efforts and observation, it is achievable.

  • ABC Bearing Ltd.
  • AC Nielson ORG-MARG
  • Action India
  • Alembic Chemicals Ltd.
  • Apollo Hospitals
  • Arthur Anderson Consulting
  • ABB
  • Astrazenica Ltd.
  • B. T. A. Cellular Ltd.
  • B. E. S. & T Ltd.
  • Bank of Baroda Staff College
  • Baroda Management
  • Batliboi Ltd.
  • Bax Global India Ltd.
  • Berger Paints (I) Ltd.
  • Bharat Heavy Electricals Ltd (BHEL)
  • Bharat Petroleum Corporation Ltd.
  • Birla Copper Ltd.
  • Blue Star Ltd.
  • BSES Management Institute
  • Cerebus Consultants
  • CR Seals India Pvt. Ltd.
  • Daimler Chrysler India Pvt. Ltd.
  • E. I. DuPont India Ltd.
  • Enercon India Ltd.
  • FAG Precision Bearings Ltd.
  • Fritolay India Ltd.
  • Globe Span India Ltd.
  • Godrej Industries Ltd.
  • Gujarat Alkali and Chemical Ltd (GACL)
  • Gujarat Communication and Electronic Ltd.
  • Gujarat Electricity Board (GEB)
  • Gujarat State Fertilizers Company (GSFC)
  • Hindustan Construction Company
  • Hindustan Zinc Ltd.
  • HPCL Vikas Refinery (HPCL)
  • Hikal Ltd.
  • IDBI Bank
  • Idea Cellular Ltd.
  • Indian Farmers Fertilizer Cooperative Ltd (IFFCO)
  • Indian Oil Corporation Ltd (IOCL)
  • Indian Oil Tanking Ltd (IOTL)
  • Indian Petrochemical Corporation Ltd (IPCL)
  • Indo- Burma Petroleum Ltd (IBP)
  • Indo-Gulf Corporation
  • Institute of Human Capital (IHC)
  • Intas Pharmaceuticals Ltd.
  • IT Preneurs, Jyoti Ltd.
  • JMDI Ltd.
  • Johnson and Johnson Ltd.
  • Kamala Dials Ltd.
  • Kanoria Chemicals and Industries Ltd.,
  • Keane India Ltd.
  • Kenstar WZ
  • Krishak Bharti Cooperative Ltd (KRIBHCO)
  • Kuoni Travel (I) Ltd.
  • Lakhanpal National Ltd.
  • Larson and Toubro Ltd.
  • Ma Foi Management Consultants Limited
  • MAJAN College
  • MICO India Ltd.
  • MIEL e-security Ltd.
  • NDDB Ltd.
  • Nilaka Consultants Ltd.
  • Oil and Natural Gas Commission Ltd. (ONGC)
  • OMAN
  • Reliance Industries Ltd. (The Biotech Division)
  • Reliance Petroleum Ltd.
  • Sarabhai Chemicals Ltd.
  • SIES College
  • SPANCO Telesystems and Solutions Ltd.
  • Spectronet Ltd.
  • SPG Solutions Pvt. Ltd.
  • Star Electronics Ltd.
  • Sulzer India Ltd.
  • Sun Pharmaceutical Industries Ltd.
  • Tata Atlas India Pvt. Ltd.
  • Tata Management Training Center (TMTC)
  • TVS & Sons Ltd.
  • Wartsila India Ltd.
  • Welspun India Ltd.
  • Yahama Motor India Pvt. Ltd.
  • Zydus Cadila Health Care Ltd.

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