{"id":41192,"date":"2025-10-14T14:05:43","date_gmt":"2025-10-14T14:05:43","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/research-for-strategic-development-professional-certificate-2\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure-2\/"},"modified":"2025-10-14T14:05:43","modified_gmt":"2025-10-14T14:05:43","slug":"lesson-3-organisational-analysis-of-the-culture-structure-2","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure-2\/","title":{"rendered":"Lesson 3: Organisational analysis of the culture & structure."},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 3: Tools to collect information for Strategic Development<\/h2>\n

Organisational analysis of the culture & structure.<\/h3>\n

An organisation’s culture defines the proper way to behave within the organisation.<\/h5>\n
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.<\/h5>\n
Organisational culture sets the context for everything an enterprise does.<\/h5>\n
Because industries and situations vary significantly, there is not a one-size-fits-all culture template that meets the needs of all organisations.<\/h5>\n
How to anlyse your organisational culture?<\/h5>\n
\n\n\t\t\t\t\t Check in on your values
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
At the heart of your organisation’s culture is a set of commonly shared values.<\/h5>\n
Common values include things like outcome orientation, people orientation, team orientation, attention to detail, innovation, and competitiveness.<\/h5>\n
Sometimes these are documented; sometimes they’re more casual.<\/h5>\n
It’s worthwhile to check in with leadership and employees to ensure values are aligned.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Look at your hiring practices
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
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.<\/h5>\n
Consider this alongside diversity and inclusion to avoid hiring biases based on culture.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Examine employee programs
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Look at your on boarding, rewards, and performance management programs to ensure they’re aligned with company values and culture. Ask yourself:<\/h5>\n
Are newcomers integrated into social networks in the organisation, even if they work remotely?<\/h5>\n
Are rewards programs aligned with values?<\/h5>\n
For example, if teamwork is a core value, do bonuses reward team results rather than an individual’s?<\/h5>\n
Are performance management programs clearly setting expectations?<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Listen to your people
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
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.<\/h5>\n
This will help you assess your current organisational culture and lead to greater consensus on the desired future culture!<\/h5>\n<\/details>\n
At the heart of your organisation’s culture is a set of commonly shared values.<\/h5>\n
Common values include things like outcome orientation, people orientation, team orientation, attention to detail, innovation, and competitiveness.<\/h5>\n
Sometimes these are documented; sometimes they’re more casual.<\/h5>\n
It’s worthwhile to check in with leadership and employees to ensure values are aligned.<\/h5>\n
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.<\/h5>\n
Consider this alongside diversity and inclusion to avoid hiring biases based on culture.<\/h5>\n
Look at your on boarding, rewards, and performance management programs to ensure they’re aligned with company values and culture. Ask yourself:<\/h5>\n
Are newcomers integrated into social networks in the organisation, even if they work remotely?<\/h5>\n
Are rewards programs aligned with values?<\/h5>\n
For example, if teamwork is a core value, do bonuses reward team results rather than an individual’s?<\/h5>\n
Are performance management programs clearly setting expectations?<\/h5>\n
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.<\/h5>\n
This will help you assess your current organisational culture and lead to greater consensus on the desired future culture!<\/h5>\n
An organisational structure is a system that outlines how certain activities are directed in order to achieve the goals of an organisation.<\/h5>\n
These activities can include rules, roles, and responsibilities.<\/h5>\n
The organisational structure also determines how information flows between levels within the company.<\/h5>\n
How to analyse your orgnisational Structure?<\/h5>\n
\n\n\t\t\t\t\t Obtain an updated copy of the business’s organisational chart.
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
This chart includes a description of all departments as well as the function of these departments.<\/h5>\n
Organisational charts also include descriptions of all executive, managerial, supervisory, salaried, and shift employee positions in the business.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Analyse how the business is organised.
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Businesses organised by departments such as marketing, human resources, human capital and IT rely on a “”functional”” form of organisational management<\/h5>\n
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.<\/h5>\n
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.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Determine how remote or traveling employees fit into the organisational structure.
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
In some cases, remote or traveling employees may report to a manager who oversees all remote or traveling employees.<\/h5>\n
In other cases, these employees may report to specific department managers, depending on their job function or involvement in a particular product line.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Create an organisational survey to determine the effectiveness of the organisational structure
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Create an organisational survey to determine the effectiveness of the organisational structure and its impact on employee productivity and satisfaction.<\/h5>\n
Ask for feedback on how to make improvements to the overall structure of the business.<\/h5>\n
Post the survey on the business’s Intranet, the survey only department managers or select employees from each department at random to participate.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Meet with board members or the CEO
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
executives, and department managers to discover the reasons for how the organisational structure was created and how it is maintained.”<\/h5>\n<\/details>\n
This chart includes a description of all departments as well as the function of these departments.<\/h5>\n
Organisational charts also include descriptions of all executive, managerial, supervisory, salaried, and shift employee positions in the business.<\/h5>\n
Businesses organised by departments such as marketing, human resources, human capital and IT rely on a “”functional”” form of organisational management<\/h5>\n
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.<\/h5>\n
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.<\/h5>\n
In some cases, remote or traveling employees may report to a manager who oversees all remote or traveling employees.<\/h5>\n
In other cases, these employees may report to specific department managers, depending on their job function or involvement in a particular product line.<\/h5>\n
Create an organisational survey to determine the effectiveness of the organisational structure and its impact on employee productivity and satisfaction.<\/h5>\n
Ask for feedback on how to make improvements to the overall structure of the business.<\/h5>\n
Post the survey on the business’s Intranet, the survey only department managers or select employees from each department at random to participate.<\/h5>\n
executives, and department managers to discover the reasons for how the organisational structure was created and how it is maintained.”<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-41192","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\/sample-course\/lessons\/lesson-3-organisational-analysis-of-the-culture-structure-2\/\" \/>\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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