Strategy 5: Integrative Culture
Integrative cultures exist when there are continuous and smooth flows of inputs and outputs of information across multiple organizational boundaries. The degree to which integrative cultures exist determines to a great extent just how effective an organization can be since productivity is largely contingent upon having systems and methods in place that are both efficient and effective.
However, systems are largely powered by people, and therefore the goal behaviors used by members of the organization also impact organizational effectiveness. As a result, organizational effectiveness largely results in the goal behaviors used by the individuals within the organization to achieve the goals, objectives, and organizational purposes outlined as part of leadership through visioning outcomes. The key determinants in assuring positive goal behaviors by members within the organization require healthy cultures and warm climates within an organization. Healthy cultures include values defining expectations for behaviors around performance (e.g., ethical behaviors, integrity, transparency, honesty, etc.), treatment of co-workers and customers, and other stakeholder groups, and they inform policies and practices.
Since cultures ultimately dictate behaviors in groups they are critical to creating healthy and vibrant relationships within an organization are critically important to maximizing organizational effectiveness. Climate, on the other hand, refers to how employees within an organization feel each day when they go to work and after they have returned home. Their feelings about their work lead to long-term employment or high levels of attrition. When people are happy in their jobs they want to stay for the duration of their careers (or for long periods of their careers) as long as all other things are equal e.g., solid leadership, promotional opportunities, pay increases, and enjoyment continue. measuring the organizational climate is part of determining the health and effectiveness of the organization as a whole.
From an organizational effectiveness perspective, the idea is to create healthy cultures that produce healthy behaviors and warm climates that produce motivated employees. When cultures produce positive work environments, the employees tend to feel good about their jobs and want to continue working in their places of employment.
At PERRY OEC, we focus on the human side of the enterprise to look for key indicators (e.g., interpersonal and inter-group relations, leadership styles, policies and practices, methods, points of disconnect between desired goals and actualized goals, etc. to determine the overall health and vitality of organizations. Once our assessments are completed we design-build training and other organization solutions to meet the specific needs our clients have such as leadership development, coaching, mentoring, strategic planning, whole systems design and interventions; program, planning, management, and evaluation; skills and knowledge building through targeted training, ongoing assessments, and follow up to ensure the solutions stick.