{"id":23584,"date":"2025-08-11T17:45:40","date_gmt":"2025-08-11T17:45:40","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/research-for-strategic-development-professional-certificate\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure\/"},"modified":"2025-08-15T19:28:12","modified_gmt":"2025-08-15T19:28:12","slug":"lesson-3-organisational-analysis-of-the-culture-structure","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/research-for-strategic-development-professional-certificate\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure\/","title":{"rendered":"Lesson 3: Organisational analysis of the culture & structure."},"content":{"rendered":"
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Lesson 3: Tools to collect information for Strategic Development<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Organisational analysis of the culture & structure.<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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An organisation’s culture defines the proper way to behave within the organisation.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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This culture consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Organisational culture sets the context for everything an enterprise does.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Because industries and situations vary significantly, there is not a one-size-fits-all culture template that meets the needs of all organisations.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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How to anlyse your organisational culture?<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Check in on your values <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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At the heart of your organisation’s culture is a set of commonly shared values.<\/span><\/h5>
Common values include things like outcome orientation, people orientation, team orientation, attention to detail, innovation, and competitiveness.<\/span><\/h5>
Sometimes these are documented; sometimes they’re more casual.<\/span><\/h5>
It’s worthwhile to check in with leadership and employees to ensure values are aligned.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Look at your hiring practices <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Hiring practices typically focus on an applicant’s skills. However, according to the SHRM, when a hire’s personality and values fit with the organisation’s culture, the employee will be more likely to deliver superior performance.<\/span><\/h5>
Consider this alongside diversity and inclusion to avoid hiring biases based on culture.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Examine employee programs <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Look at your on boarding, rewards, and performance management programs to ensure they’re aligned with company values and culture. Ask yourself:<\/span><\/h5>
Are newcomers integrated into social networks in the organisation, even if they work remotely?<\/span><\/h5>
Are rewards programs aligned with values?<\/span><\/h5>
For example, if teamwork is a core value, do bonuses reward team results rather than an individual’s?<\/span><\/h5>
Are performance management programs clearly setting expectations?<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Listen to your people <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Above all, the best way to assess organisational culture is to facilitate two-way discussion among your people—and listen to what they have to say.<\/span><\/h5>
This will help you assess your current organisational culture and lead to greater consensus on the desired future culture!<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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An organisational structure is a system that outlines how certain activities are directed in order to achieve the goals of an organisation.<\/span><\/h5>
These activities can include rules, roles, and responsibilities.<\/span><\/h5>
The organisational structure also determines how information flows between levels within the company.<\/span><\/h5>
How to analyse your orgnisational Structure?<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Obtain an updated copy of the business's organisational chart. <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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This chart includes a description of all departments as well as the function of these departments.<\/span><\/h5>
Organisational charts also include descriptions of all executive, managerial, supervisory, salaried, and shift employee positions in the business.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Analyse how the business is organised. <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Businesses organised by departments such as marketing, human resources, human capital and IT rely on a “”functional”” form of organisational management<\/span><\/h5>
Businesses organised by departments that create and maintain specific consumer or business-related products or services rely on a “”product line”” form of organisational management.<\/span><\/h5>
Both differ in how business decisions are made, how departments within the company run, how departments communicate with each other, and, in some cases, employee salaries and competitive compensation.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Determine how remote or traveling employees fit into the organisational structure. <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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In some cases, remote or traveling employees may report to a manager who oversees all remote or traveling employees.<\/span><\/h5>
In other cases, these employees may report to specific department managers, depending on their job function or involvement in a particular product line.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Create an organisational survey to determine the effectiveness of the organisational structure <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Create an organisational survey to determine the effectiveness of the organisational structure and its impact on employee productivity and satisfaction.<\/span><\/h5>
Ask for feedback on how to make improvements to the overall structure of the business.<\/span><\/h5>
Post the survey on the business’s Intranet, the survey only department managers or select employees from each department at random to participate.<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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Meet with board members or the CEO <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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executives, and department managers to discover the reasons for how the organisational structure was created and how it is maintained.”<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-23584","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 3: Organisational analysis of the culture & structure. - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/research-for-strategic-development-professional-certificate\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 3: Organisational analysis of the culture & structure. - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 3: Tools to collect information for Strategic Development Organisational analysis of the culture & structure. 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