Any society or any management organization is always mentored by its own cultural identity. The folk of culture is not merely a tokenism, it’s the source of distinctiveness, source of organizational or individual inspiration and as a whole the symbol that represents personality of that particular sphere. Like any other culture, corporate culture or management culture can too be looked upon from this perspective and this system of process is based on our assumptions, values and norms, e.g., our values on money, time, facilities, space and people. Outputs or effects of our culture are, e.g., organizational behaviours, technologies, strategies, image, products, services, appearance, etc.
The basic aim of organizational management culture is the do things in a collective way; which involves a learned set of behaviours that is common knowledge to all the management participants. These behaviours are based on a shared system of meanings which guide our perceptions, understanding of events, and what we pay attention to. ‘As Sun Tzu, a Chinese military general from 3000 BC, indicated in his explanation of strategy, culture forms an integral part of any organizational strategy.’ Though there is no cultural absolute; culture is relative, we have the ability to create a culture that is the best fit for an organization’s future direction but from a macro view all the organizations must have a habit of cultivating the management practices which bring the prosperity of the house and as a whole the society and the system and that practice can be identified as the cultural back bone.
Management cultural must be adoptive too. The ethos of management culture must respect the local sensitivity. It is very important to form an interaction between the participants in the organization. The culture grows over time and to create a culturally fit business management organization it is necessary to participate in the cultural walk. And that includes understanding current culture, creating norms for the team, creating group norms, developing respect to the work or the trust rule; the most important secrete of any organizational activity.
As discussed earlier building any type of culture including management culture is a process of activities. Management colleges can play and are playing an important role in it. They can shape up the students to develop their competency and capability to join and help an organization to grow or as an entrepreneur to establish and grow one’s own organization. More than 700 Top B schools in India is in continues process to produce students who are culturally and professionally capable to handle any critical situations.
One of the surest ways to align the culture to the organization’s management strategy is to apply leadership practices. The leaders, at all levels, need to know what the required culture is and then determine ways of establishing practices and procedures in all operations that will closely reflect the desired culture. They also need to role model the very behaviours they wish exhibited by everyone in the organization and provide the necessary support to others that will enable them to function accordingly as well. Particular attention also needs to be given to all communications and hopefully Indian Management colleges are successfully producing the leaders who satisfy all the mentioned qualities.