Culture: A Product Of Organizational Structure.

Most leaders know that culture is key to any transformation process and an essential lever for business success and growth. However, most CEOs still seem unaware that organizational culture is a consequence of its organizational structure.

In order for HR to harness an engaged, collaborative, empowered, employee-oriented, innovative, and creativity-centric culture, it must first establish its organizational structure based on Open Systems Design Principles, namely, an enhancive and tropophilic structure, instead of the typical restrictive and tropophobic dominant hierarchy i.e., bureaucracy.

Organizational culture -any culture- is an emerging property i.e., a consequence, of its organizational structure.

Culture = Phenotype

Organizational Structure = Genotype

When was the last time (if ever) that you determined what are your organizational design principles?

Almost nobody does. Why not? Because most people -including CEOs and HR managers- have no clue about them and are too busy following the myriad of schemes smartly designed by The Big Four.

CEOs and top management (including HR people) are too busy dealing with symptoms of toxic cultures and the myriad of organizational phenotypes to even think about their…