Organizational Corporate culture Evolution

According to Arthur F Carmazzi, the dynamics of organizational culture change are an “evolutionary” process that can transform and evolve with the proper Change Leadership Psychology.

Foundations of Corporate culture Evolution

At each level of Organizational Culture Evolution, people will be working, acting, thinking, and feeling at different levels of personal commitment. Carmazzi’s “Directive Communication psychology” classifies these levels commitment as:

The level of Individual

Employees rely on the skill and the direction of Leaders. When working on the plane of “SKILL” employees work at the level of the “Individual”. They work because it they need to and use and enhance their skill because it helps them keep the security of their job.

The Level of Group

Employees are emotionally attached to their work. This has added to their attitude for success. They prosper on an environment of personal growth and with others who have the same Attitude. When working on the plane of “ATTITUDE”, employees work at the level “Group”. They take on additional tasks and even apply more effort to their job. Unlike those working at the level of “Individual”, they don’t need to be told what to do, only to be guided to toward the objective.

The Level Organization

The Peak of excellence comes when individuals see their work as part of their Cause. Employees find a greater purpose to their work, something greater than themselves, or the group. The organization is the vehicle to creating and becoming something greater than what they are. When working on the plane of “CAUSE”, employees work at the level of “Organization”. At this level of commitment, an individual will do for the organization the same he would do for himself. The individual and the organisation (and all its components and people) are one.

The Evolutions in Organisational Culture takes you through the 5 evolutions of culture and simple ideas on how to Evolve that culture to the next level. Listen to Arthur F Carmazzi explain the factors that can take you r Organization from a “Blame Culture” to a “Leadership Enriched Culture

Insights on Organizational Change and Evolving Corporate Culture

According to Carmazzi, each corporate culture affects the effectiveness and “level of commitment” of the employees and within that corporate culture. And that perpetuates the psychology that creates the corporate culture the first place. In order to break the cycle and evolve a corporate culture and the commitment of those in it, leaders need to understand their roll in the psychological dynamics behind the corporate culture and make adjustments that will move it to the next level. Carmazzi has stated 5 levels of Organizational Culture for Organizational Change.

The Blame corporate culture

This corporate culture cultivates distrust and fear, employees blame each other to avoid being reprimanded or put down, this results in no new ideas or personal initiative because employees don’t want to risk being wrong. The majority of commitment here is at the level of “Individual”

Multi-directional corporate culture

This corporate culture cultivates minimized cross-department communication and cooperation. Loyalty is only to specific groups (departments). Each department becomes a clique and is often critical of other departments which in turn create lots of gossip. The lack of cooperation and “Multi-Direction is manifested in the organizations inefficiency. The majority of personal commitment in this corporate culture borders on the level of Individual and level of Group.

Live and let live corporate culture

This corporate culture is Complacency, it manifests Mental Stagnation and Low Creativity. Employees here have little future vision and have given up their passion. There is Average cooperation and communication and things do work, but they do not grow. Individuals have developed their personal relationships and decided who to stay away from, there is not much left to learn. Personal commitment here is mixed between the level of Individual and level of Group.

Brand congruent corporate culture

Employees in this corporate culture believe in the product or service of the organization, they feel good about what their company is trying to achieve and cooperate to achieve it. Employees here are passionate and seem to have similar goals in the organisation. They use personal resources to actively solve problems and while they don’t always accept the actions of management or others around them, they see their job as important. Most everyone in this corporate culture is operating at the level of Group.

Leadership enriched corporate culture

Employees view the organization as an extension of themselves, they feel good about what they personally achieve through the organisation and have exceptional Cooperation. Individual goals are aligned with the goals of the organization and individuals will do what it takes to make things happen. As a group, the organisation is more like family providing personal fulfillment which often transcends ego so employees are consistently brining out the best in each other. In this corporate culture, Leaders do not develop followers, but develop other leaders. Most everyone in this corporate culture operating at the level of Organisation.

Once an organizational culture has evolved to a higher level, the challenge lies in maintaining it. To continuously develop an organization’s people and let them develop those who are new to the organisation is essential says Carmazzi who uses applications of Directive Communication Psychology to accomplish this task.