The Soul of Organizations: Insights from the Bhagavad Gita

In Chapter 2, Shloka 23 of the Bhagavad Gita, Lord Krishna tells Arjuna:
“नैनं छिन्दन्ति शस्त्राणि नैनं दहति पावकः।
न चैनं क्लेदयन्त्यापो न शोषयति मारुतः॥”

This profound verse translates to:
"The soul can never be cut by weapons, burned by fire, moistened by water, or withered by the wind."

The soul, intangible and indestructible, can be likened to the intangible assets of an organization. Just as humans consist of a soul and body, organizations possess tangible and intangible assets. While tangible assets (the "body") may erode over time, intangibles (the "soul") endure and define the organization's core essence.

Why Focus on Intangibles?

Intangibles like leadership, communication, creativity, human capital, innovation, culture, and brand value fuel an organization. Without these, even the most resource-rich organization is akin to a car without fuel. Among these, organizational culture stands out as a pivotal driver of success.

A recent study underscores the importance of culture as a glue that binds employees and organizations together. It differentiates one organization from another, drives successes, and avoids failures. Yet, culture is an asset that is challenging to build and resilient to external pressures.

The Evolution of Culture

Early Foundations

The roots of culture trace back to the last Ice Age, when survival depended on collaboration. Palaeolithic humans formed small, tight-knit groups to confront wild animals and protect themselves. These early "cultures" of cooperation and belonging evolved to address common threats.

Even today, these foundational ideas influence how modern societies and organizations function. The need for shared values and identity is as relevant in boardrooms as it was in primitive shelters.

What is organizational culture?

Organizational culture is the result of collective coexistence, interaction, and cooperation among employees. It comprises a system of values, norms, and symbols that evolve over time, creating best practices and establishing unique hierarchies of values.

At its core, culture reflects an organization's learned experiences from past successes and failures. New employees adopt this culture during induction, either conforming to its norms or facing challenges. The alignment of individual behaviors with organizational values becomes a critical determinant of success.

Levels of Organizational Culture

1. Artifacts

Artifacts are the visible and tangible elements of culture, such as office layout, dress codes, and rituals. For instance, Infosys' early leadership emphasized formal attire to make a positive impression on clients. Such elements provide the first impression of an organization.

2. Espoused Values

These are intangible drivers like goals, strategies, and philosophies. Values guide decision-making and reflect the organization's mission. Companies like Google prioritize innovation, while Amazon focuses on operational excellence.

3. Basic Underlying Assumptions

These are deeply embedded beliefs that influence behavior unconsciously. For example, Amazon’s culture of high pressure may stem from an underlying belief that people need structure to perform, whereas Facebook’s culture of care reflects its human-centered leadership.

The Culture of the AI Age

Challenges and Opportunities

As artificial intelligence (AI) integrates into workplaces, organizations face questions about culture in a predominantly AI-driven environment. Will machines foster human-like collaboration, creativity, and intuition?

Internet of People, Place, and Things

AI systems will share information seamlessly, unlike humans who often silo data. This transparency could foster a culture of authenticity and collaboration, potentially eradicating corruption and inefficiencies.

Leadership and Adaptability

Leaders in the AI age will need to blend human values with analytical foresight. They must foster harmony between human intelligence and AI, creating workplaces where creativity thrives alongside operational excellence.

Designing for a Human-AI Harmony

One of the most significant challenges of the AI era will be integrating human strengths with AI capabilities. Designing systems that enhance creativity while delivering operational efficiency will be critical.

Let’s envision and create a future where humans and machines work in harmony, building a culture that is resilient, adaptive, and inspiring.

Share Your Thoughts

What are your ideas about fostering organizational culture in the AI age? Share your thoughts in the comment section below.