सङ्करो नरकायैव कुलघ्नानां कुलस्य |
पतन्ति पितरो ह्येषां लुप्तपिण्डोदकक्रिया: || 42||

दोषैरेतै: कुलघ्नानां वर्णसङ्करकारकै: |
उत्साद्यन्ते जातिधर्मा: कुलधर्माश्च शाश्वता: || 43||

उत्सन्नकुलधर्माणां मनुष्याणां जनार्दन |
नरकेऽनियतं वासो भवतीत्यनुशुश्रुम || 44||

Organizational Culture the Differentiating Factor  

We always heard a lot about organizational Culture and how it impacts the entire business. 

In this shloka, Arjun started talking about the importance of Culture and how it impacts the organization.

Arjun said that if traditions and Culture are not preserved, it can lead to the fall of the entire organization.

Organisational Culture is transferred in a top-down approach. 

 Leaders should ensure that the decisions that managers take should be aligned with the core values and principles of the organization.

 These decisions shouldn’t impact the entire organizational Culture negatively.

The classic example of this is the case between Ratan Tata and Cyrus Mistry.

Culture is made and preserved by the organization’s people; it becomes essential for the Human Resources department to foresee whether the person joining the organization can understand and preserve the Culture.

In this time, where the tech industry is seeing the highest attrition, organizations are not finding the right talent who can work with them; Google is the organization that has the lowest attrition rate.

 Google is known for its Culture. People want to work there because they have heard that Google has a great work culture.

As the rate of change increases in the business world, it becomes essential to build a culture that empowers the employee and encourages innovation.

Lord Krishna has talked a lot about Culture and how it can be preserved and transferred. In the coming shlokas, we will find ways to build an excellent organizational culture.

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