Discover why organisational culture is an influential but problematic term, and why employers should focus on organisational climate to more readily enact positive change
Organisational culture is an important aspect of organisational life and a term that has become a mainstay among business leaders. The work of HR, L&D and OD influences and is influenced by organisational culture because every organisation is made up of human relationships and human interactions.
Despite its dominance, the language of culture is often unclear, difficult to define, and therefore hard to measure. Consequently, real culture change is near-impossible if we can’t actually pin down what we’re looking to change. Rather than culture, focusing on organisational climate – the meaning and behaviour attached to policies, practices and procedures employees experience – is a much more specific, tangible way to positively influence the workplace.
This factsheet explores why organisational culture is a popular but limited construct, and why shifting to organisational climate is much more effective for employers.
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Actionable steps HR and OD practitioners can take to focus on organisational culture and climate to drive better behaviour, performance and business outcomes
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