Defining Organizational Culture

A company culture is made up of shared rules governing cognitive and affective aspects of membership in an organization, and the means of which they are shaped and expressed.

 

A company's culture is able to identify, instill and influence:

  • Shared Meanings: These are assumptions, norms and values that impact work behavior. These can range from dress code and conduct to extracurricular activities.  

  • Behavior: Internal presentations, messages and company structure impact professional behaviors and patterns.  The way a company presents and brands itself internally, as well as externally, and implements its values drives how employees conduct themselves.   

  • Practices & Policies: Formal rules of conduct including but not limited to informal means of communication, stories (why the culture exists based on past experience), and architecture (how ones office space looks and feels, does it match the company's values).

  • Inclusion & Membership: Stakeholders are driven by internal commitments, strong identity with the company's goals and an intrinsic satisfaction from their work.  Employees feel valued and value the company because of aligned beliefs and goals. 

Company culture ranks #1 when considering new Employment Opportunities

Crucial today, more than ever before, is that a company's culture must accurately reflect the organization and its people for the recruitment alignment to be effective. 

 

In order for the employee and the organization to be the right fit employees should factor in whether or not the company's values are similar to their personal ones. 

 

Examples of different types of company cultures may include:  

 

  1. Personal and Professional Growth: Support on all levels makes employees feel valued and build confidence

  2. Philanthropic/Volunteer Work:  Giving back and encouraging volunteer work for the greater good, is socially responsible and passionate about serving a community 

  3. Client Focused: Customer success and focuses on incentivized compensation

  4. Technology: Focus on growth and learning on the latest technology enhancing professional growth and development

  5. Teamwork: Diversity and inclusion coupled with feedback without consequences is prioritized

  6. Open Door Policy: Provide feedback, opinions and have candid professional conversations without fear or consequences.  

  7. Going Green: Environmentally conscious

  8. Communication: Knowing the company's goals, missions, SWOT analysis, what KPIs are most important and are well informed

  9. Build Confidence & Trust: Supporting activities employees are passionate about and encouraging everyone to share their interests.  Employees become more confident and proud to share their passions and learn/get involved with their coworkers' uniqueness, creating an inclusive and honest environment

  10. Collaboration: Teamwork, brainstorming and taking ownership of your work is the #1 priority.

Valuing employees is the most common trait among companies who instill a defined culture in their organization

Organizations that put valuing their employees FIRST and FOREMOST become more successful and sought after then companies that have the "get it done" attitude. 

 

Organizations with well defined practices and values have similar minded employees, instill company values and behavior and in return employees goals become aligned with their company's, they have a clear understanding of expectations and are generally happier and more productive when compared to companies who are focused on the bottom line and not the people who help them reach their goals. The right culture provides a structure, community and empowerment which dovetails an environment ruled by motivation not fear.

 

Once the culture has been established the "values" are the tools that become its foundation. The pillars on which its culture is  built consists of Values + Aligned People. 

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