Strategies to Build Culture

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Recommended: Sources of employee motivation and reward

The strategy that I selected for this assignment, Strategies to Build Culture, was one that I had suggested when I worked as in a corporate environment. The central premise was to streamline procedures, open flows of communication and develop cross-training to better optimize the current workforce and processes. Our department was comprised of groups that were assigned by their specific specialization. Every group had a supervisor and above everyone was a department manager. Each group contained subgroups that ranged from leaders, who were strong at their specialization, average/general workers who lacked the knowledge base or skills to be in the higher roles and, support workers who were generally temporary employees. My role was that of subject matter expert (SME) and team leader in a specialized product type with clients who were had highly specific guidelines for how their work was processed. At the core of all work were regulations and laws set forth by the federal government that were not negotiable. Our department was non-communicative, protectionist, untrusting, stagnated, biased, wasteful and above all, restricted with a lack of opportunity. We were a culture of waste, resistance and lack of progression. Strategies needed to be brought to upper management to change the culture for the betterment of all. Involved employees would be more productive, productive employees feel valued and recognized contributors and, valued employees were more adaptable to change.

As I advanced in my role, I began to notice procedures that were antiquated, time consuming, wasteful of company resources and moreover, that dismissed and overlooked opportunities in the labor pool. The supervisors were very resistant to change and suggestions were...

... middle of paper ...

...and departmental rewards were issued that were approved by upper management. Retrospectively, I would have to say that the biggest success came from the cross-training opportunities and the ability for the employees to better their job performance with a limitation only coming from their own motivation to learn. As I recently learned, the P.L.C. that was established is still in existence within the department however understandably; it has been adjusted and modified over time, as most of these types of programs generally are.

Works Cited

Gregory, G.H. (2008). Differentiated instruction strategies in practice. Thousand Oaks, CA:

Corwin Press.

Nichols, M. (2002). Principles of best practice for 21st century education. Educational

Technology & Society, 5(2), Retrieved from http://www.ifets.info/journals/5_2/discuss_

summary_april2002.html DOI: ISSN 1436-4522

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