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Unit 11: Organisational Change through Performance Management

Building a Strong Organisational Culture Notes

Building a strong performance culture facilitates the organisations in improving the performance

and financial results of the organisation. A strong culture is development oriented, which
emphasizes flexibility, readiness, and adaptability in the face of change and puts a high value on

organizational growth. Moreover, a strong organisational culture needs to anticipate the changes

in advance to produce better financial performance. Performance depends on many variables,
and may therefore be found to be very high in organizations with weak cultures. Therefore,
organizational culture needs to be adaptive to respond effectively to changing performance
requirements.

Notes Key Essentials of Building a Strong Culture
1. Aligning culture with organizational objectives and strategy
2. Changing culture to drive performance
3. Benchmarking culture against excellent and successful organizations

4. Going beyond being a best employer to become a best performer
5. Assessing culture quickly and simply
6. Combining culture with other initiatives to drive performance
7. Understanding the role of top management in building culture
8. Engaging employees through culture
9. Using a positive culture to sustain performance in time of major change

10. Building trust inside and outside the organization with a positive culture
11. Developing a culture that respects and celebrates diversity

TATA Performance Management System

Introduction
Ensuring Development and Growth of Employees (EDGE), is what Tata Steel’s Performance
Management System aims at. In the past, the Performance Management System was
regarded only as a tool to evaluate and reward good performance. The understanding
and use of the system has today undergone a paradigm shift with emphasis on individual
development and growth, in addition to performance.

Contd....

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