Creating an Organizational Culture Intolerant of Harassment and Bullying
Catherine Burr
Organizational culture: a shared understanding
Organizational culture (definition):
The pattern of shared values, beliefs and assumptions considered to be
the appropriate way to think and act within an organization.
Some challenges:
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Is it even possible to “change” an organization’s culture?
Will it be “tremendously difficult” to do?
Will it take a long time?
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Diagnosing your current organizational culture.
o Strong and weak cultures
o Dominant and sub-cultures
o The characteristics of your culture
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Determining your needs and objectives: what are your objectives?
o To make the culture intolerant of harassment and bullying?
o To make the culture respectful and civil, and to create an
environment where the dignity of employees is preserved?
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Identifying how to alter and/or strengthen your culture:
o Is there an “urgency” for change?
 A crisis?
 A trigger for change?
o How do you “unfreeze” the existing culture?
 “New” leadership?
 Size of organization: small or large?
 Age of organization: young or old?
 Strength of culture: weak or strong?
o How do you “refreeze” or stabilize the new culture?
 Formal rules, policies and processes
 Rewards and reinforcements (positive and negative)
 Visible and “felt” signs of the altered culture