Organizational Change Initiatives - Change Management Training - Corporate Culture Assessment - Types of Corporate Culture

Organisational Culture Evolutions Least Evolved Corporate Culture


Blame Corporate Culture


Corporate Culture Characteristics

Characteristics of the Blame Corporate Culture and the Organizational Change steps required to help an organizational Development initiative to evolve it to the next level are as follows:

  • Little trust
  • Act in self interest
  • do not take many risks
  • do not usually speak their mind
  • do not come up with many new ideas
  • paycheck driven
  • inefficient
  • stagnating growth
  • avoid responsibility
  • high level of fear

Primary values of a Blame Corporate Culture are:

  1. Avoid conflict
  2. self preservation

Considerations in Evolving a Blame Corporate Culture:

  • Look at the leader. Are employees reprimanded every time they make a mistake?
    • Consider re-assessing the reactions to mistakes as “learning events”
    • Even if there is a cost associated to the mistake, that would be a training investment and would usually be far less   expensive than an ineffective and stagnant Blame Culture

  • If change is to occur, a guided transition must include working with two high visibility low level employees to take risk (or “Appear” to take risk) with new ideas, and be rewarded for it.
    • Rearward one on success and the other on failure
    • Emphasize the reward is for trying something new. (you may need to assist them in coming up with that something    new, but make sure they get credit for it)
    • Implement the successful idea IMMEDIATELY o Assist the failed idea to    turn it into a useful one (publicly and respectfully) and then implement that immediately

  • Observe changes and continue with the strategy of encouraging risk and free thought.