{"id":795,"date":"2020-05-23T20:27:40","date_gmt":"2020-05-23T19:27:40","guid":{"rendered":"https:\/\/codify.in\/?post_type=encyclopedia&p=795"},"modified":"2021-11-01T17:03:24","modified_gmt":"2021-11-01T16:03:24","slug":"culture-hack","status":"publish","type":"encyclopedia","link":"https:\/\/codify.in\/de\/glossary\/culture-hack\/","title":{"rendered":"Culture Hack"},"content":{"rendered":"

A hack can be defined from different perspectives. It can be a clever solution to a tricky problem; a creative practical joke; reading code rules differently than others do; or modifying or changing something in an extraordinary way. Hacks in the context of organizational culture are small acts of civil disobedience by corporate innovators who can’t move their projects forward because the organization has not set up a supportive innovation system<\/a>. In these small, subversive acts product teams, change agents, or other innovators willfully violate or circumvent protocol and rules to either lay bare the absurdity of the system they have to operate in, or simply to get their job done in spite of it.<\/p>\n\n\n\n

This behavior is not meant to disrespect adversaries, superiors, or critics – even though it is of course a form of powerplay (often from a position of weakness). By hacking their culture, these innovators rather show an ‘alternative way’ of how things could or need to be done. They highlight where the system is currently broken and the necessity of process or management innovation<\/a>.<\/p>\n\n\n\n

\n