In the era of AI transformation, organizations are all about culture.
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Description
Book Introduction
“Why do some organizations survive, while others spend every day just ‘holding on’?”
If your organization is not alive despite performance-focused reports, meticulously designed systems and KPIs, and manualized work methods, it's because your culture isn't vibrant.
People over performance, air over systems, culture over strategy.
Culture is the 'atmosphere' of an organization.
It's invisible, but everyone feels it.
It spreads without anyone saying anything, is repeated without thought, and creates the identity of the organization.
No organization can avoid culture.
Because culture is more than existence; it is destiny.
This book asks:
"What kind of air does your organization breathe?" he says.
The real force that moves an organization is 'culture', which no one clearly defines but everyone feels.
"Organization is Culture" is not simply a story about "creating a good atmosphere" or "a fun workplace."
This book penetrates the essence of culture, redefines the language of culture, designs cultural behavior, and transforms the climate of culture into practice.
This is a strategy book and implementation guide that asks what values an organization stands on and reexamines the experiences and relationships of its members, as well as the language and systems of leadership, through the lens of "culture."
Organizational culture is a result of choices, and even a leader's silence is a message.
Culture is being created even at this very moment.
"Organization is Culture" is the first book you should read if you want a designed culture, not a neglected culture.
A force that outperforms strategy, a climate that sustains performance, and the air that sustains people.
The answer to all of this lies in ‘culture.’
If your organization is not alive despite performance-focused reports, meticulously designed systems and KPIs, and manualized work methods, it's because your culture isn't vibrant.
People over performance, air over systems, culture over strategy.
Culture is the 'atmosphere' of an organization.
It's invisible, but everyone feels it.
It spreads without anyone saying anything, is repeated without thought, and creates the identity of the organization.
No organization can avoid culture.
Because culture is more than existence; it is destiny.
This book asks:
"What kind of air does your organization breathe?" he says.
The real force that moves an organization is 'culture', which no one clearly defines but everyone feels.
"Organization is Culture" is not simply a story about "creating a good atmosphere" or "a fun workplace."
This book penetrates the essence of culture, redefines the language of culture, designs cultural behavior, and transforms the climate of culture into practice.
This is a strategy book and implementation guide that asks what values an organization stands on and reexamines the experiences and relationships of its members, as well as the language and systems of leadership, through the lens of "culture."
Organizational culture is a result of choices, and even a leader's silence is a message.
Culture is being created even at this very moment.
"Organization is Culture" is the first book you should read if you want a designed culture, not a neglected culture.
A force that outperforms strategy, a climate that sustains performance, and the air that sustains people.
The answer to all of this lies in ‘culture.’
index
prolog
In the AI era, what should organizations do now?
Part 1. Changes in Organizational Culture in the AI Era
- Things that need to change right now
PART 1. In the AI Era, Organizational Culture Determines a Company's Success or Failure
* In the AI era, can unchanging organizations survive?
* How to build a competitive organizational culture?
* What is the difference between a failing organization and a successful organization?
* How prepared are organizations for the AI era?
PART 2. 3 Key Changes AI Is Bringing to Organizations
* What if AI made decisions?
* How to work collaboratively with AI
* Faster, smarter
PART 3. Building a Strong Organization in the AI Era
* Redefining Organizational Culture in the AI Era
* The right organizational culture for the AI era
* 4 DNA elements that create a strong organization in the AI era
Part 2. The AI Era: Changing the Way We Work
- Execution strategies to maximize performance
PART 4.
The old way of working is over!
* Meetings, reports, approvals… Are they really necessary?
* How to Transform into a Performance-Driven Organization
* If you work like this, you will definitely fail.
PART 5. AI-Friendly Ways to Work
* What successful organizations change first
* Redesigning Work: What Needs to Change Before AI
* Starting a Change: Small Experiments That Make a Difference
* The GPT Framework for Thinking: Beyond Automation, Supporting Thinking
PART 6.
How will my job change?
* Will AI replace my job?
* How can I increase my value in the AI era?
* How should organizations prepare to work with AI?
PART 7. How Should Organizational Operations Change in the AI Era?
* A leader who stays by your side without giving instructions
* Emotions require design
* Characteristics of failing organizations and solutions
Part 3. Establishing an AI Organizational Culture and Creating Sustainable Results
- Change management strategies that need to be implemented now
PART 8.
How to Get Your Employees to Embrace AI
* Why Employees Reject AI
* How to Transform Organizations That Resist Change
* A roadmap that the organization should actually follow
PART 9. AI-Based Talent Management and Leadership
* Limitations of emotion-mimicking technology
* The evolution of performance-based talent management
* The era of servant leadership
PART 10. A Sustainable Organizational Model in the AI Era
* Core principles of a steadily growing organization
* Improving sustainability using AI
* Joint growth of employees and the organization
Epilogue
How will we thrive in organizations where AI and humans coexist?
In the AI era, what should organizations do now?
Part 1. Changes in Organizational Culture in the AI Era
- Things that need to change right now
PART 1. In the AI Era, Organizational Culture Determines a Company's Success or Failure
* In the AI era, can unchanging organizations survive?
* How to build a competitive organizational culture?
* What is the difference between a failing organization and a successful organization?
* How prepared are organizations for the AI era?
PART 2. 3 Key Changes AI Is Bringing to Organizations
* What if AI made decisions?
* How to work collaboratively with AI
* Faster, smarter
PART 3. Building a Strong Organization in the AI Era
* Redefining Organizational Culture in the AI Era
* The right organizational culture for the AI era
* 4 DNA elements that create a strong organization in the AI era
Part 2. The AI Era: Changing the Way We Work
- Execution strategies to maximize performance
PART 4.
The old way of working is over!
* Meetings, reports, approvals… Are they really necessary?
* How to Transform into a Performance-Driven Organization
* If you work like this, you will definitely fail.
PART 5. AI-Friendly Ways to Work
* What successful organizations change first
* Redesigning Work: What Needs to Change Before AI
* Starting a Change: Small Experiments That Make a Difference
* The GPT Framework for Thinking: Beyond Automation, Supporting Thinking
PART 6.
How will my job change?
* Will AI replace my job?
* How can I increase my value in the AI era?
* How should organizations prepare to work with AI?
PART 7. How Should Organizational Operations Change in the AI Era?
* A leader who stays by your side without giving instructions
* Emotions require design
* Characteristics of failing organizations and solutions
Part 3. Establishing an AI Organizational Culture and Creating Sustainable Results
- Change management strategies that need to be implemented now
PART 8.
How to Get Your Employees to Embrace AI
* Why Employees Reject AI
* How to Transform Organizations That Resist Change
* A roadmap that the organization should actually follow
PART 9. AI-Based Talent Management and Leadership
* Limitations of emotion-mimicking technology
* The evolution of performance-based talent management
* The era of servant leadership
PART 10. A Sustainable Organizational Model in the AI Era
* Core principles of a steadily growing organization
* Improving sustainability using AI
* Joint growth of employees and the organization
Epilogue
How will we thrive in organizations where AI and humans coexist?
Into the book
Technology is here, but innovation won't happen if organizations fail to translate its potential into their work methods. AI must be integrated, not simply introduced. AI isn't simply a means of automation. It's a shift in perception that forces organizations to redesign their decision-making structures, communication methods, and entire work processes.
--- From "What Should Organizations Do Now in the AI Era?"
Organizational culture is a living thing, so it must change with the times.
Organizational culture is still a good tool for corporate PR.
It is especially great for corporate CEOs to use as a promotional tool.
However, if organizational culture is now used as a means of display or promotion, it will be ignored by the members who are the subjects of the organizational culture.
--- From "In the AI Era, Can Unchanging Organizations Survive?"
In the AI era, organizational culture itself becomes a competitive advantage.
Organizations with well-established organizational cultures redefine existing organizational operations and human resource roles to effectively utilize AI technology.
--- From "What is the difference between a failing organization and a successful organization?"
The era of systems and manuals is over.
Now, the organizational culture of 'how to work together' will function as the core operating system of the organization.
Organizational culture is invisible, but it governs the words and actions of its members and remains in an organization longer than technology.
So we need to properly design our ‘organizational culture.’
--- From "Things That Need to Change Right Now"
We must focus on establishing an AI-friendly organizational culture and leadership. AI is not simply a tool; its effectiveness can only be realized through organizational culture.
No matter how excellent the technology is introduced, if it is not naturally applied in daily life, organizational changes will remain superficial.
--- From "What Should Organizations Do Now in the AI Era?"
Organizational culture is a living thing, so it must change with the times.
Organizational culture is still a good tool for corporate PR.
It is especially great for corporate CEOs to use as a promotional tool.
However, if organizational culture is now used as a means of display or promotion, it will be ignored by the members who are the subjects of the organizational culture.
--- From "In the AI Era, Can Unchanging Organizations Survive?"
In the AI era, organizational culture itself becomes a competitive advantage.
Organizations with well-established organizational cultures redefine existing organizational operations and human resource roles to effectively utilize AI technology.
--- From "What is the difference between a failing organization and a successful organization?"
The era of systems and manuals is over.
Now, the organizational culture of 'how to work together' will function as the core operating system of the organization.
Organizational culture is invisible, but it governs the words and actions of its members and remains in an organization longer than technology.
So we need to properly design our ‘organizational culture.’
--- From "Things That Need to Change Right Now"
We must focus on establishing an AI-friendly organizational culture and leadership. AI is not simply a tool; its effectiveness can only be realized through organizational culture.
No matter how excellent the technology is introduced, if it is not naturally applied in daily life, organizational changes will remain superficial.
--- From "3 Key Changes You Must Make Right Now"
Publisher's Review
- “Did you introduce AI?” If so, “Did you redesign the organization?”
■ What does your organization mean by ‘change’?
So you're using GPT, reducing meetings, and starting automation?
It's just a change in 'technology'.
Real change begins with culture,
Going into the essence of the work,
It is completed by putting people back at the center.
This book is not about the 'wave' of technology called AI,
You can 'surf' on that wave
It's a story about how to build the muscles and senses of an organization.
■ Organizations must now have a 'new identity'
This book says:
“There are many organizations that have adopted AI,
“Few organizations have designed a culture fit for the AI era.”
Organizations do not declare change,
We need to design the ‘conditions for change to occur.’
What are the conditions?
* A collaborative structure based on trust
* Performance-oriented execution culture
* Coexistence of human emotions and technology
* How the leader stays by your side
* Transplanting AI into thinking, not into work
■ For those who want to change the way they work with AI
This book asks questions,
At the end of that question, we propose a practical structure.
'Is our organization changing now?'
'Can my position be protected in this way?'
'Am I using AI as a tool, or am I being replaced?'
If this question lives in your mind,
You are the right reader for this book.
“This book is not a report.
“The moment you read it, it is a redesigned frame that makes you question your ‘work’ and ‘organization.’”
■ Who is this book for?
* Corporate leaders who have adopted AI but whose organizational culture remains the same.
* Organizational culture manager who wants to set the direction of change
* Practitioners and team leaders who want to change the way they work
* People who want to check their job and presence that are shaking in front of AI
AI should not be introduced, but rather 'translated' into the organization's way of doing things.
This book is that translation.
■ What does your organization mean by ‘change’?
So you're using GPT, reducing meetings, and starting automation?
It's just a change in 'technology'.
Real change begins with culture,
Going into the essence of the work,
It is completed by putting people back at the center.
This book is not about the 'wave' of technology called AI,
You can 'surf' on that wave
It's a story about how to build the muscles and senses of an organization.
■ Organizations must now have a 'new identity'
This book says:
“There are many organizations that have adopted AI,
“Few organizations have designed a culture fit for the AI era.”
Organizations do not declare change,
We need to design the ‘conditions for change to occur.’
What are the conditions?
* A collaborative structure based on trust
* Performance-oriented execution culture
* Coexistence of human emotions and technology
* How the leader stays by your side
* Transplanting AI into thinking, not into work
■ For those who want to change the way they work with AI
This book asks questions,
At the end of that question, we propose a practical structure.
'Is our organization changing now?'
'Can my position be protected in this way?'
'Am I using AI as a tool, or am I being replaced?'
If this question lives in your mind,
You are the right reader for this book.
“This book is not a report.
“The moment you read it, it is a redesigned frame that makes you question your ‘work’ and ‘organization.’”
■ Who is this book for?
* Corporate leaders who have adopted AI but whose organizational culture remains the same.
* Organizational culture manager who wants to set the direction of change
* Practitioners and team leaders who want to change the way they work
* People who want to check their job and presence that are shaking in front of AI
AI should not be introduced, but rather 'translated' into the organization's way of doing things.
This book is that translation.
GOODS SPECIFICS
- Date of issue: June 6, 2025
- Page count, weight, size: 212 pages | 148*210*20mm
- ISBN13: 9791199224612
- ISBN10: 1199224618
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