According to these definitions, organizational culture is a set of common assumptions that determine what happens in organizations by defining appropriate behavior for different situations (Ravasi & Schultz, 2006). Organizational culture influences how individuals and groups interact with each other, with customers, and with stakeholders. Organizational culture can also influence how employees identify with their organization (Schrodt, 2002). Martin, J. and Siehl (1983). Organizational culture and counterculture: a difficult symbiosis. Organizationsdynamik, 122: 52-65. Organizational culture encompasses the expectations, experiences, philosophy and values of an organization that guide members` behaviour, and is expressed in self-image, inner life, interactions with the outside world and future expectations. Culture is based on shared written and unwritten attitudes, beliefs, customs and rules that have evolved over time and are considered valid (The Business Dictionary). Beyond the field of business process engineering and technological tools, the operational effectiveness of any organization depends on the attitudes and behavior of its employees. The underlying values and beliefs – and how they are represented and reinforced by the organization`s processes and systems – define the company`s culture. The quality of cohesion, adaptability and resilience is largely determined by the strength of this culture.
Now that you know what a great culture looks like, let`s see how you can create a culture in your business. Building a company culture that can handle adversity requires building strong bonds between team members, but with communication increasingly distant and rare, creating those connections can be challenging. Encouraging collaboration and participating in team-building activities, even if you`re working remotely, are two effective ways to bring your team together and encourage communication. Cummings and Worley (2004) proposed six guidelines for cultural change: Subcultures are classified as improving, orthogonal or counterculture, each representing a different degree of congruence with the values of the dominant culture (Martin & Siehl, 1983). Members of improvement subcultures adhere even more enthusiastically to the values of the dominant organizational culture than members of the rest of the organization. Members of orthogonal subcultures adhere to both the values of the dominant culture and have their own different but not contradictory values. After all, members of a counterculture do not align with the core values of the dominant culture and represent values that directly conflict with the core values of the organization. Schrodt, P (2002). „The Relationship Between Organizational Identification and Organizational Culture: Employee Perception of Culture and Identification in a Retail Organization.” Communication Studies 53: 189-202. Organizations and units that operate under high-stress or high-risk conditions have long understood the relationship between corporate culture and performance.
Most serious accidents and performance problems can be attributed to deficiencies in attitudes or behaviours, often indicative of a weak or dysfunctional culture. While the above definitions of culture express how the concept affects the workplace, other definitions focus on the behavioral components of employees and how organizational culture directly influences employee behavior within an organization. Fostering employee motivation and loyalty to the company creates a healthy culture. All employees should be trained to help them understand new processes, expectations and systems. As modern consumers, your employees expect personalized experiences, so you need to focus on how each team member can relate to your culture. Tools like pulse surveys and employee journey mapping are great ways to find out what your employees value and what their ideal company culture looks like. Take what you learn and customize your actions to personalize your team`s employee experience. Once you start treating your employees with the same care as your customers, a culture will follow that will motivate everyone in your company. Good corporate cultures are shaped by employees who are continually learning and companies that invest in workforce development. Training initiatives, coaching, and assigning new responsibilities to employees are great ways to show your team that you`re investing in their success.