During the initial days of starting a company, the founders go through the usual physical and emotional turmoil. Other than setting up the company, they also have to take a stand on what is going to be the company's culture. Although a founder might think that a company's culture is just being friendly to their employees and holding parties on a Friday, that doesn't necessarily tell you about the company's culture or values. The company's culture is defined by the founder and what it means for them.
While most founders give more priority to increasing their sales and buying proposition, what they don't realize is that their company's culture begins from the day they hire the first employee. It is the founders' responsibility to ensure that they proactively introduce a positive and unique company culture that gets carried on by the employees of the company. For instance, if the founder of the company is extremely progressive, sooner or later, the company's culture is going to be progressive as well.
While it is the founder's responsibility to define the culture that will be followed by the company, it is the senior leadership's job to make sure that they help employees demonstrate the company's culture by practicing it. By ensuring that their team members follow the culture, they are also ensuring that the cultural importance and values are followed across the organization.
Another thing that we have to understand is that values also play an important role in shaping the culture of a company. The values are a guiding force for all the employees of the company. If you lose connection with the values that your organization follows, we'll feel that we are lost and need help. Values definitely help a person know their position in the company.
If it is to express the kinds of ideals it holds and how it expects its citizens to act, an organization must be transparent about why it exists. Pursuing income alone will never inspire people in the same way that pursuing a goal will. Purpose transforms you from a manager to a mobilizer. And organizations that prioritize mission consistently outperform those that do not.
Traditional organizations are those that were established in the twentieth century. These typical organizations have a hierarchical organizational structure. This ensures that the organization's strength is distributed vertically and upwardly. Employees of this form of the company follow a chain of command, with higher positions conferring greater organizational importance. Each department has its own departmental manager, who is responsible for all of the department's employees. The Manager reports to the department director. All of the responsibilities In these forms of conventional organizations, the hierarchical organization structure is followed in this way.
Organizations that have arisen in this century are known as modern organizations. To achieve great results for their organization, this type of organization believes in in-network partnerships and collaboration. This form of the modern company rapidly upgrades its technology and working patterns to keep up with the modern world's changing trends.
Some of the differences between traditional and modern organizations are:
1. Flexibility
Modern organizations are dynamic whereas traditional organizations are rigid. This actually keeps on changing according to the current scenario as in the yesteryears, organizations were stable in what they did and had rigid methodologies for working. As times changed, so did the organizations. New-age organizations realized that they had to be much more flexible if they wanted to be No.1 in their area of expertise.
2. Point of Focus
While traditional organizations are job-focused, the organizations of today are skill-focused. Today, while organizations offer jobs to people, they offer it depending on the competency of the employee. After having a good look at the employee's skill-set only will they employ them. Working for a company today is not just about doing the job, but also having extra skills that can make you an all-rounder.
When comparing traditional and modern organizations, I discovered that traditional organizations have a simpler structure than any modern organization. For every typical organization's employer, their responsibilities and roles are very clear. They usually have set duties, which makes working in a typical company simpler. When comparing traditional and modern organizations, I discovered that the traditional organization's structure is simpler. For every typical organization's employer, it is very easy to grasp their responsibilities and duties. They usually have pre-determined roles, which makes working in a typical company more convenient.
No comments:
Post a Comment