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Organizational Accountability – Evaluating Organizational Culture, part 1
While it might sound cliche, there exists a significant truth to the phrase, actions speak louder than words. As individuals, we all hold certain values, beliefs, and biases which guide our decisions and subsequently our actions. So strong and yet so unperceivable are these convictions that on a day-to-day basis our reactions and responses to hundreds of seemingly benign situations are defined by them. Therefore, an individual’s values, the beliefs, and biases can be interpreted and understood by observing the individual’s actions.
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Additional Information
Additional information regarding organizational roles, responsibilities, and the propagation of values through performance measures, processes, procedures, and behavioral reinforcement can be found in the StrategyDriven model Strategic Organizational Alignment.
About the Author
Nathan Ives is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
An individual’s perception of circumstances and events is largely shaped by his/her knowledge and experience, beliefs, values, and biases. In the organizational setting, this perception is influenced by the organization’s shared history, its culture, and the individual’s relationships with seniors, peers, and subordinates. Additionally, event perception is often limited by the individual’s finite, relevant knowledge and experience, as well as his/her employment impact concerns and desire for self-promotion. To be effective, a strategic analysis must be free of the impairments and limitations individuals within the organization have when assessing internal events and impactful external circumstances.
As stated before, effective decision-making provides the organization with a unified direction aimed at achieving a primary objective and possibly one or more secondary goals. Regardless of the decision’s complexity or its immediacy, the probability of realizing a desired outcome is directly related to the organization’s ability to execute the decision in a deliberate and focused manner. Broad organizational commitment to the decision and its execution is essential to achieving the unified action needed for a successful outcome.
Accountable organizations are unique creatures; standing out from others because of their superior performance, greater employee loyalty, and higher customer satisfaction. Although the rewards are great, many companies will not embark on the journey to accountability because attaining and maintaining high levels of organizational accountability is extremely difficult.
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