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EmployWise webinars-Building a strong corporate culture


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  • 1. Employee Performance Management Building A Strong Corporate Culture Sumeet Kapur CEO, Global Groupware Solutions Ltd. December 8, 2011
  • 2. Sumeet Kapur Founder & CEO Global Groupware Solutions Ltd.
    • Apart from overall leadership of the company, leads marketing, sales & customer success teams and provides HR domain expertise for EmployWise™ product design
    • B. Com, University of Delhi, PGDBM (MBA) from XLRI, Jamshedpur
    • Serial entrepreneur with 23+ years experience in IT industry
    • Previously worked with Tata Unisys (since merged with TCS) and Wipro Systems
    • Co-founded Chipsoft Technology a multi-vendor IT support services company in 1990
    • Founded Global Groupware Solutions Ltd. In 1999
    • Pioneered SaaS in India by launching Smiles™ CRM in 2001 and now EmployWise™ in 2008
  • 3. What is a Corporate’s Culture
    • Shared experiences, values, norms, assumptions and beliefs that shape individual and group behaviour
    • Every organization has a culture; strong or weak, good or bad
    • It’s culture determines the way that people interpret, think/feel and respond to situations and events
  • 4. Visible and Invisible Elements of Culture
  • 5. Dimensions of Culture
    • Innovation: We love change vs. Follow the rule-book
    • Power & Authority: Centered around a few vs. Empowering the Individual
    • Risk-taking: Last-to-jump vs. Bet-the-company
    • Individualism vs. collectivism : Organisation is all that matters vs. Employees welfare driven
  • 6. What Makes a Corporate’s Culture
    • Origins: Where and who
    • Geography: Society to which the company belongs
      • Norms and values: Power distance, Attitude-to-risk, Individualism vs. collectivism and Aggressiveness
    • People: Mind-sets, history and values. Individual but also groups formal and informal
    • Leadership Behaviour: single most important factor in driving culture
    • Even if not engineered a culture develops
      • Adapting to external environment; and
      • Internal “social structures” driven by personalities
      • Growth: Org size, stature in Industry
  • 7. Building a Strong Corporate Culture
    • A strong cultures help firms operate like well-oiled machines, cruising along with outstanding execution as people think and respond similarly
    • A strong culture is not necessarily good!
    • A positive culture enables people to think, deliver their best, be happy and stay longer
    • Build a strong culture but also build a good culture
      • In a company with a strong and positive Where culture is strong—people do things because they believe it is the right thing to do
    • Building a strong corporate culture…
  • 8. Step #1: Decide What do you want to be?
    • Leaderships values
    • Strategic business objectives
    • Time horizon
    • Culture’s “Purpose”
  • 9. Step #2: Articulate The Culture
    • Mission: Why we exist?
    • Values: What do stand for? Shareholders, Customers, Employees and Community
  • 10. Step #3: Re-engineer for the Culture
    • Control systems: Promoting your values
    • Org Structures: Levels, hierarchies, reporting lines
    • Power structures: Who calls the shots, delegation levels,
    • Traditions, rituals and symbols
  • 11. Step #4: Live it
    • Lead by example. Leaders must walk-the-talk
    • Don’t hire culture misfits
    • Fire for culture destruction
    • Create stories that get remembered and handed-down
  • 12. How do you know you have it?
    • Your corporate culture is a living thing and it lives each moment through what your people say and how they act.
    • Judge your culture from the way it is understood and expressed by a newcomer. What she actually observes is what you will hear
  • 13. Changing The Corporate Culture
    • Hard to put in, harder to change
    • Strong cultures outlast products, services customers, leaders and founders
  • 14.  
  • 15. Thank you! I would be happy to exchange ideas and take questions anytime. Please write to me at Our Next Webinar: “ Leveraging HR Technology to Meet Challenges of 2012” by Jaskaran Khurana and Yu Yu Din on December 15, 2011