Organisational Ethos: The OCTAPACE
Model
Organisational Ethos is described as the fundamental values, principles, and
culture that define the employees of an organisation. It shapes how the
organisation operates, makes decisions, and interacts with its members and
the wider community. The organisation's collective character reflects its
mission, vision, and shared beliefs that guide its identity and behaviour. This
ethos influences the organisation's reputation, the way it treats its stakeholders
and the ethical standards it upholds. It is a powerful force that sets the tone for
an organisation's actions and decisions, and it is a key factor in attracting
talent and customers who resonate with its values.
Organisational Ethos, also known as Corporate Ethos, refers to the
fundamental character and guiding philosophy of an organisation. This ethos
serves as the moral compass which represents the soul of the organisation,
setting the tone for its culture, reputation, and the way it navigates the
business landscape.
Key takeaways from Organisational Ethos:
It serves as the foundational philosophy that guides the organisation's
behaviour, decision-making, and interactions, creating a unique character that
distinguishes it from others.
Organisational ethos incorporates the ethical standards that the organisation
upholds, which can include commitments to transparency, social
responsibility, and fair business practices.
This moral framework influences not only the internal behavior of the
organisation but also its reputation in the eyes of the broader community and
its stakeholders.
Aspects of Organisational Ethos
Organisational Ethos is a multifaceted concept that encompasses various key
aspects. The OCTAPACE model is a framework that helps organisations
understand and develop their Organisational culture and ethos. OCTAPACE
stands for Openness, Confrontation, Trust, Authenticity, Pro-activity,
Autonomy, Collaboration, and Experimentation. These eight dimensions
are essential for shaping a positive and effective Organisational ethos:
1. Openness: It refers to the organisation's willingness and capacity to
promote open communication and transparency at all levels. In an
organisation that values openness, employees feel comfortable expressing
their ideas, concerns, and feedback. There is a culture of free and candid
exchange of information, which fosters a climate of honesty and continuous
learning. It is vital for Organisational ethos as it ensures that everyone has a
voice and that important information is shared openly. It helps prevent
misunderstandings, encourages collaboration, and supports a culture of trust.
When employees feel that their thoughts and opinions are valued, they are
more likely to engage in the organisation's mission and contribute positively
to its ethos.
2. Confrontation: The second dimension of the OCTAPACE model is
confrontation, which does not mean hostile arguments or disputes. Rather, it
involves the organisation's ability to address issues and conflicts directly and
constructively. Confrontation implies that individuals and teams are
encouraged to face challenges, disagreements, and problems head-on instead
of avoiding or suppressing them. A culture that promotes confrontation is one
that values problem-solving and innovation. It allows individuals to express
their concerns, question the status quo, and find creative solutions to issues.
This dimension of Organisational ethos contributes to adaptability and
resilience, as challenges are acknowledged and tackled effectively, rather than
being swept under the rug.
3. Trust: Trust is the cornerstone of a healthy organisational ethos. Trust
involves believing in the integrity, competence, and reliability of colleagues
and leaders within the organisation. When trust is present, employees feel
secure in their interactions with one another. They believe that their
colleagues and leaders have their best interests at heart and will act in a way
that is fair and honest. Trust is fundamental for a positive organisational ethos
as it fosters cooperation, teamwork, and a supportive work environment.
When individuals trust one another, they are more likely to collaborate, share
information, and work together effectively. Trust also plays a crucial role in
stakeholder relationships, as customers, partners, and investors are more
likely to engage with and support organisations they trust.
4. Authenticity: The fourth dimension, authenticity, relates to being genuine
and true to oneself within the organisational context. Authenticity encourages
individuals to bring their true selves to work. It involves expressing one's
values, beliefs, and principles openly and honestly. It is a crucial component
of organisational ethos, as it creates an environment in which employees can
align their personal values and beliefs with the organisation's mission and
values. It enables individuals to feel comfortable expressing their true selves
and connecting with their work on a deeper level. This alignment between
personal authenticity and organisational ethos leads to higher job satisfaction
and engagement.
5. Pro-Activity: Pro-activity is the fifth dimension of the OCTAPACE
model. It emphasises the importance of taking initiative and being proactive
in one's role. Pro-activity goes beyond fulfilling job responsibilities; it
involves actively seeking opportunities for improvement, innovation, and
contribution to the organisation's success. It is a critical aspect of
organisational ethos as it drives innovation and continuous development. In a
culture that encourages pro-activity, employees are motivated to look for
better ways of doing things, propose improvements, and take ownership of
their work. This dimension supports an ethos of growth and adaptability,
allowing the organisation to thrive in a constantly evolving business
landscape.
6. Autonomy: Autonomy, the sixth dimension, is about granting employees
the freedom and responsibility to make decisions within their roles. It
empowers individuals to take ownership of their work, offering them a degree
of independence and self-determination. Autonomy is a crucial aspect of
organisational ethos, as it encourages creativity, self-direction, and
accountability. When employees have the freedom to make decisions, they are
more likely to take responsibility for their actions and seek innovative
solutions to problems. Autonomy fosters a sense of trust in employees'
abilities and judgment.
7. Collaboration: Collaboration, the seventh dimension, highlights the
importance of teamwork and cooperation within the organisation. It involves
working together effectively to achieve common goals, combining the
strengths and skills of individuals to accomplish tasks. It is essential for
organisational ethos because it fosters an environment where people recognise
the value of supporting each other and sharing knowledge. A culture that
promotes collaboration encourages a sense of unity and a collective effort
toward achieving the organisation's mission. This dimension enhances the
organisation's ability to adapt to challenges and capitalize on opportunities.
8. Experimentation: Experimentation is the eighth and final dimension of the
OCTAPACE model. It encourages a culture of innovation and learning by
allowing individuals to explore new ideas and approaches. Experimentation
means being open to trying out different methods and learning from both
successes and failures. It is a crucial element of organisational ethos as it
supports adaptability and continuous improvement. It empowers employees to
explore new possibilities and take calculated risks. A culture that embraces
experimentation values creativity and learning from experience, driving the
organisation's ability to innovate and evolve.
Each of these dimensions in the OCTAPACE model contributes to a well-
rounded organisational ethos. Openness, confrontation, trust, authenticity,
pro-activity, autonomy, collaboration, and experimentation collectively create
a culture that values transparency, problem-solving, cooperation, and
innovation. When organisations actively promote these aspects, they can
create a positive and inclusive culture that not only aligns with their values
and mission but also fosters employee engagement, innovation, and
adaptability in a dynamic business environment.
