Culture Change...naaah...what a joke...!!!

I have joined Hexaware as a Software Engineer back in 2006. The core values of the company being customer satisfaction by adding value, honouring commitments and instilling entrepreneurial attitude in the employees which is more or less a market type culture that can be seen at every corner of IT Services Company in India. But there was a little team inside the organization which is more aggressive and a type of Adhocracy behaviour, an R&D division known as Innovation Labs. Although we mainly focus on experiential learning and contingency oriented approach, organization’s level of interventions will be more as they are more inclined towards business processes rather than culture change which became a fooling around idea. Though we tried to behave more agile, we came to know company tried to understand the underlying value but not willing to change so we were forced to meet more market oriented and process driven approach where clients were driven ahead of employees. This type of behaviour will exert a sense of ownership and will make every employee more process oriented rather than an out of box thinker.

The three specific ‘dynamics’ of the organization culture that have the most influence on those organisational members’ behaviour are the enacted values, Sense-making device and Adhocracy type behaviours. Using enacted values the organization can strive for supportive and collegial kind of work environment with the employees which will enhance the value addition to the company. These approaches will be driven by managerial kind of teamwork and support. The paradigm shift has to happen with in the company by enacting the employee behaviour. According to McGregor’s Theory Y, management strive to make employees more ambitious and self-motivated and exercise self-control. So, by shaping the behaviour of employees by making the sense of their surroundings i.e., by making them understand why and what the organization does, employees becomes more visionary and will indulge them in a sense of ownership. Finally, instilling innovation in a company’s DNA is always a prized catch. It requires an unwavering, wholehearted leap of faith—backed by a major investment, not only of money, but of people, processes, and infrastructure. It also requires audacious goals, evangelism, consistency, education, training, diversity, expert tools, expert processes, and an environment conducive to creating sustainable innovation results that are aligned with financial outcomes. The world's most innovative companies are authentic in word and deed. And it all starts at the top.

The Google's leadership team's faith in their innovation initiative is real—individually and collectively. And because they believe, they evangelize. You have to believe—as they do—that this new way of doing business will lead to success. You have to believe—as Wall Street does—that innovation is essential, not just important. (The difference is simple: The important, you put on a to-do list; the essential goes on a to-die-for list.) IBM tried and still trying to instill the so called out of box culture which is a more adhocratic one. IBM can't be google, Google can never become IBM...

Chance pe Dance!!!

After finished watching an awe inspiring Invictus, I never thought of writing a review nor even thought of posting a comment on any aspect of the movie. I am not even a legitimate source of reviewing legends like Morgan Freeman or Clint Eastwood or anyone who is related to the movie. The movie is an excellent depiction of Nelson Mandela ...AGREED... What I am trying to do here is to just trying to post my thoughts based on my friend's comment at the end of the movie. We both are business students and infact we were enjoying the movie in our own ways, but still I couldn't formulate the concept in the way he did at the end. Infact I was just enjoying the after effects of the movie the tastes and the heights of inspiration. The comment was..."A legend lived, his story ofcourse inspired. How good it is to formulate a book in the most inspiring way and how great it is to select this particular episode of his entire life to make a movie and make millions of business out of it." Definitely true. The movies right from the days of Ben Hur to Slumdog Millionaire were inspired on small episodes or small factors of human life but they all had one thing in common. That is human spirit and compassion. Aamir Khan said in an interview that he will do any kind of movie which will lift the human spirit. It's not like people will become Gandhis or Ghodses after watching movies, but its entirely other side my issue here. He just picked the ROI value of these human values, the spirits and compassions.
They caught the right ideas and implemented in right ways in right times to finish in profits. As a business student looking through that way is always advisable and profitable. I dont know how much this financial handling of creative inputs work, but true the Chance pe Dance works everywhere. No matter what and where it is. I was going through an article the other day about a normal Taxi driver becoming an Internet Enterpreneur. Here's the link
http://www.siliconindia.com/shownews/Auto_driver_turns_web_entrepreneur-nid-65220.html
I dont want to give anything how ideation works or how people come up with some sparkling ideas. There are tons of books for it and more number of courses to study and specialize. But do the process enhance up on bookish knowledge? I want to revamp my Head's words once stating an example of John Nash getting an idea of game theory in a party and he told me that ideas sprang up after so much of efforts put forth in the past failures...definitely true...Patience is definitely one virtue of an intelligent ideation process. Reaping benefits in a second or an hour is definitely impossible...So all the John Nash's or Clint Eastwoods are not a day wonders...no matter what the back ground is...