I have tried to understand the entrepreneurial culture in the periphery of organizations. Every organization has unique cultures, like every people are different from other. Organizations are not dead entities. Like people they are living entities. Rational thinking, positive energy, creativity shows signs of life within the organization. Like human characteristics, some organizations are extremely caring while some other organizations show neglectful and depressing character towards units of organization. Units of organization are members of the work force. Personality of people is the most difficult part of human behavior which is impossible to change. Many theories and research show that human behavior is almost difficult to change.
What affects standard operating procedures of an organization?
Organization’s culture is observed by humans. It bears footprints of humans associated with it. Emotional, psychological and physiological frameworks are deeply internalized and shared by its internal members. The entire behavioral framework exhibited within the framework of organization shows a great degree of intent in terms of behavior associated with within organizations. In addition to this each member adds some unknown hidden traits such as different belief, assumptions, hopes, ambitions and dreams. All these hidden traits of humans, control its behavior towards other members and shows as guiding principle in determining the basic level of working conditions of organization. It affects standard operating principles of organization in a large way. Most of daily routine tasks of organizations are affected from these hidden traits. Many thinkers have tried to minimize the supreme importance of organization.
In truth, culture of an organization is a reality and no one can ever deny the presence of such reality within frame-work of organization. Many think it hinders progress of organization, but in reality it does not. It shows the common guiding line of organization and through which every organization must go through in a single framework of action oriented sequences where organizational culture goes with tremendous reality. It is a reality which people of an organization consciously or sub-consciously draws their guidance. The organization consists of many people of different psychological actions but a common line between them becomes how the organization works and in which way organizational culture goes. From these traits, people learnt to take risks as well as learn to take further advance decision making that in a way contribute greater positive attendance of people within that organization.
What is entrepreneurial culture?
When we talk of term entrepreneurial culture, the first term that comes into mind is that everyone should behave in an entrepreneurial manner. Entrepreneurial culture should not be in the state of stale mate and should be progressive and responsive to different new and dynamic challenges posing to organization from time to time as a result of constant change of decision making process as well as different dynamic distinctive competitions from different forms of immediate market leaders. Organizational culture works for employees as well as for customers. Each client and customers always look forward to dynamic decision making processes of organizations which many a time is affected by different forms of decisions making processes. Entrepreneurial culture is embedded with missions and goals of the organization as a result of this all these processes of decisions comes into the lime light when these sorts of acceptance come from clients and customers of the organization.
Some organization encourages people to initiate risks in decision making processes so that these can become a test ground for various committee decision making processes. Some organization prefers no risk attitudes and all these process of decision making within frameworks of organization shows the signs and attitudes of the extent of organization culture can move certain decision making process within specific perimeter of administrative eloquence. Nestle, Switzerland, prefers risk taking managers than safety managers as their goal is to create one such edible product that should have unique propositions as well as provide innovative tests to the tongues of customers. That is why in that organization, most of risk managers who have shown excellent proficiency in taking risks to create some of the most innovative products have won the competitions among different same level officers while taking promotional growth opportunities.
Cooperation, collaboration are the key words of entrepreneurial culture:
Entrepreneurial culture makes every manager to behave in an entrepreneurial fashion. They behave separately from what typical employee behavior. A typical employee behavior different from one another. When an organization bereft of entrepreneurial culture, its employees differently from each other leads to utter chaos and distinctive irrelevancy in entire decision making processes. In a correlated and cohesive entrepreneurial culture of an organization, everyone should have a distinctive and definitive way to the process of working and decision making processes. If we consider the organization as a bundle of tools then we are surely on the wrong vision. The organization consists of minds, motives and goals of different individuals. Here, entrepreneurial cultures find one single similarity among different distinctive personalities working within the framework of organizational boundaries. Everyone within the framework of organization, works in one direction to achieve the goals and missions set of entrepreneurial culture.
Ultimate end of the market and customers is to satisfy what customers and market proposition. Aim of market and customers relates with different dynamic external factors which need to be taken care of properly in order to match and satisfy the supply and demand relationships. Cooperation and collaboration are buzz words apart from dynamic market trends that reach to the perimeter of the organization from time to time. Communications within an organization is essential part of it to the survival of an organization. Communication creates emotions. Emotions create conversations and from conversations begins entrepreneurial culture of the organization. Newer organization tries hard to shift the culture to a learning entity where most of functional executives reach from different levels of technical proficiency. Trained staffs have mostly same levels of learning proficiencies and that creates high levels of singularity among different levels of staffs.
Entrepreneurial culture is nothing but the singular unity of binding force that unites and provides space for executives to work in a cohesive unit. Here, comes a comprehensive delegate power providence which paves the path to progress to reach towards reaching organization goals. Entrepreneurial mission and goals are nothing but the culmination of different form of ideas and thinking of different executives of which run organization towards a common mission. Entrepreneurial culture provides clarity of thoughts to functional executives. It delegates a high-degree of a sense of ownership by the people of the organization. It creates good and proficient managers, with strong visionary presence who can fix immediate goals and work in line with organizational priority. It removes fears of functional executives to take risks and provide innovation with a sense of an achiever in addition to working like a motivator to junior executives who perceive this path as the perfect goal to achieve mission.