Cultivating Culture


Is an organization alive? From a strategic human resources planning perspective, the answer to this question is a resounding – yes!

Organizations depend on multiple levels of movement, development and growth in order to thrive and survive. How these levels are shaped depends on the culture that runs through all aspects of the organization as a whole. When we think of the word ‘culture’ in organic terms, it describes a living thing. Bacterial culture can be healthy or it can be deadly. Living things need positive culture in order to sustain continued growth. If culture is poisonous or toxic, a living thing will get sick and, without intervention, will die.

If we apply these concepts to the strategic approach to Human Resources planning, it is enlightening to see and hear how much emphasis is placed on the need to nurture, guide and influence organizational culture in order to ensure that the organization stays alive and well.

Three Human Resources leaders provide their opinions and insights on the impact organizational culture has throughout all levels of business practice.

Click here for the video link.

It is interesting to note how often each of these Human Resources experts uses language referring to growth, sustainability, nurturing, and thriving. All of these phrases or words are focused on the importance of ensuring that people want to continue developing within a living, changing and healthy organizational culture.

It seems that added to the multi-faceted business roles the Human Resources practitioner takes on, the most important element will remain that of a guardian of care. Care for individuals, which leads to care for the organization. Care for the organization, which leads to continued growth and sustainable success.

Discussion Questions:

  1. From the video clip, identify one important message from each of the experts that will guide you in your practice as a Human Resources professional.
  2. Why is it important to ensure that the Human Resources practitioner understands the business?
  3. How can you, as a Human Resources professional, influence organizational culture in a positive way?