Integration of Strategy and Culture

The business functional activities probably exemplify the relationships among organizations, it is best to focus on organizational culture,  the internal phenomenon which permeates all department and divisions of the entities.

It defines the organization culture as:

The organization adopted the pattern of behavior, that has developed by an organization, which cause to learn the skills to address the problems of external adaptation and internal integration, it can be the correct way to consider the valid, the organizations are teaching their member that, it can be the correct way of thinking and feeling.

Introduction:

The definition strongly considers the importance of comparison among the external and internal factors to lead towards the strategic decisions. The culture of the organization captures the incorrect,  non-civilized, and highly unconscious forces, which shape a workplace. The clear opposition for the change, the culture of the organizations, can be lead to an enormous power or weakness. Which can be an only base' for its power or the weaknesses of an organization' in the situations created by consequences of an event?. We can base the major functions of a business on its strengths and weaknesses.

The fresh angles of an organization's cultures permeate all active and functional areas of the organization's businesses. It is the tactic to peel up the basic values and beliefs that had to keep deep in the organization's saturated collection of stories. The buried characteristics of an organization's rich stories are comprising the language, rituals, heroes, and heroines ' but the strengths and weaknesses would be shown by the culture.

The culture is an important factor of the organization that cannot find further support in performing an internal strategical management audit because the strategies and cultures are dependable on each other. It is important to consider the organization merging in each other needed the analysis of the functions of both organizations scoring strengths because one can be the topper, while another will be the lowest level, which may create the challenging strategic issues.

 The management of the strategic process can be adjustable in the internal organization's specific culture, but it is not possible to tackle both ones singly. The culture can affect the audit in situations setting for the specific culture, but we cannot exercise it in other cultures, because both have the unique situations and events.

The experts analyzed it in different cultures, which showed them the results that, the chief executives of a certain organization having an emotional attachment with its specific culture, so they come up with results that, there are two ways to deal the situations, as one the leaders frequently missing the significance of modifications in external conditions because they strongly believe on the organization adoptive culture. The 2nd reason depended on the past results of a culture's effectiveness, which lead the masses to consider strongly, because they have noticed the successes, even in the biggest strategic changes. So an organization should consider the collective affiliations of the masses in the significant interest of an organization. 

They have to concentrate on the capacity building of managers and employees based on their abilities and emotions. The specific culture of an organization has a significant effect on business decisions, we must test it in an internal strategic-management audit. If they consider these strategies to conduct the audit, it will be lead to success based on benefited the cultural forces, then it can help him implement it rapidly. As we move in a society, whose has a specific culture of wearing Shalwar-Qamees, while the actors of the audit wear the pant-shirt, it will not allow him to integrate with them because they may oppose him, and the strategic modifications would be ineffective and even counterproductive some time.

The culture can provide the obstruction in the specific's implementation strategies, because the peoples coming from the foreign to analyze the situations or to take the visit to the specific situation, they are adapting their culture, by ignoring their own, and gain acceptability. We can see it the last visit of the royal family of England to Pakistan, they have worn the Shalwar-Qamees, which make them a favorite for all masses, and all the rude areas masses seemed to welcome, because of the culture they adapted.

If the organization has not realized the potential values of the area, or the managers are not realizing the existing situations, and try to change it drastically, he will face the consequences because the people will oppose him, that will lead to his strategic failure, therefore he will join their culture first, then he will find out the gaps, that can be the bridge to make streamline the organizational activities to ensure the change in the interest of the specific objectives.

So, it is important for everyone, who owe to design the strategy for change, he must study the cultural values adapted by the target masses, because the success is always based on integrating strategies with the effective masses of the culture to involved in planning, and then decide the way to gear the process of their strategies to implement, because the strategies have to make a change in the existing system to gain the more benefits or change the losing organization into a profitable entity.

Conclusion: 

I am concluding,

1. The young-leaders should study the current culture before modification, which provides him the way to deal, otherwise, masses inside the organization will oppose him, which will cause to his failure.

Muhammad Israr Umr

An NGO Worker for the last 17 years

muhammadisrarumar6@gmail.com