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Ramesh Dasary

CHRO & People & Organization Performance Consultant

Ramesh Dasary is an HR and Organizational Development Specialist, currently serving as the Chief Human Resources Officer at Ramesh Dasary and Associates. His expertise lies in implementing practical HR solutions tailored for mid-sized organizations, focusing on organizational transformation and performance enhancement.

Professional Background

  • Current Role: Chief HR Officer at Ramesh Dasary and Associates.
  • Specialization: HR solutions, organizational development, and business performance consulting.
  • Experience: Known for working closely with a select clientele to identify and address critical areas affecting their business operations.13

Skills and Expertise

  • Organizational Transformation: Ramesh has a strong focus on building effective workplace cultures and enhancing organizational performance.
  • Client Engagement: He collaborates with business leaders to develop tailored strategies that meet specific organizational needs.2

Online Presence

Ramesh Dasary is active on LinkedIn, where he shares insights related to HR practices and organizational culture. His username is rameshdasary.2

Highlights

Aug 25 · linkedin

"Accountability is substantially different from responsibility. Responsibility is all in the present. Accountability is after the fact, which means owning the outcome—win or lose."

Apr 23 · linkedin

How many cultures does an organization have? If your answer is ‘one’, then you are correct. But not entirely.

It is common for people to think of an organization as a single monolithic entity. But is that the case?

Not exactly.

Every organizational culture is the sum of various sub-cultures within it. These sub-cultures are the ones that make or break an organization’s pursuit of aspirational culture.

Even when an organization's workforce is diverse, there are some areas where certain groups of people share similar interests or values. Such employees come together to form various sub-cultures that interact with each other and influence the company's overall culture.

Sub-groups can be formed based on various elements, with some aspect remaining common among each group member, like:

🔔Functional groups  🔔Interest groups 🔔Friendship groups

So, are sub-cultures good or bad? It depends on the values or interests they share.

For example, if employees band together to form a subculture because they find themselves sharing the common values of high performance, then that is great! They can even influence other employees to strive to achieve their optimum performance.

Some sub-groups form based on the common interests of employees. These include smoking clubs, partying clubs, and so on. The influence such groups have on the overall cultural dynamics of the organization can be positive and sometimes negative.

The key is to closely observe the dynamics of the sub-groups and how they impact the overall work culture of the company. If shaped the right way, sub-cultures can turn out to be your biggest competitive advantage.

If you want to make sure your organizational culture is shaped the right way, DM me, and let us get started. 

#organizationalculture #companyculture #employeeengagement #subcultures #hrtransformation

Related Questions

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How does Ramesh Dasary approach organizational transformation?
What makes Ramesh Dasary's approach to HR unique?
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Ramesh Dasary
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Location

Bengaluru, Karnataka, India