The culture of the organization plays an important role in the life of the company. It is the starting point for the life of every workplace and its development. On the other hand, activities are more or less culture-changing, and this is understandable because it is the culture of the organization that underlies the values that underpin the activities of the institution and its members.
Every company has its own culture, only its own set of organizational norms, values, habits, and traditions, which take the form of specific employee behavior. An organization that has no articulated culture does not have its own style of operation.
There are many more processes within an organization that operates on the basis of the inherent attitudes known as culture.
Defining company culture
“Businesses have no culture. They are the cultures”
And while this statement may be difficult to understand at first, it contains a lot of truth - culture is constantly evolving and changing. It is the result of decisions made by the organization. This quote reveals that culture cannot be transferred, installed or added - it can evolve from the already existing foundations, and the foundations emerge as soon as they are established.
Company culture - a term established in management science since the mid-1980s. The culture of an organization consists of values and standards, expressed in a clear form or otherwise. They are the result of past events, strong personalities, or the development of the organization's activities.
It is sometimes said that organizational culture is the internal compass of the employee. It is the culture of the company that determines how long and how often the meetings are called, influences the style of the outfit, the terms of communication within the company, the scope of reports, and so on.
- The corporate mission or primary mission of the organization.
- Aims of working with change.
- Methods to achieve these goals.
- How progress is measured.
- Support or remedial action strategy.
Why is culture so important to businesses?
- A strong organizational culture helps employees discover themselves, show all their capabilities and abilities, which, by feeling valued and understood, often improve job quality and productivity. People can be independent and self-sufficient. They can be entrepreneurial. And if the company nurtures its own spirit, it will be ready for another "flight to the moon."
- The stronger the culture, the fewer rules you need. In this case, you can trust every employee to do the right thing, you don’t need to control anything. Trust is seen as a very essential ingredient for building productivity in the workplace.
- Moreover, company culture determines for you and everyone else how the organization does business, how interacts with each other, and how the team interacts with the outside world, specifically your customers, employees, partners, suppliers, media, and all other stakeholders.
- In addition, Company culture helps you stay within the boundaries, fulfills all expectations of the team and your clients, and is a key to success, helping to inspire and motivate everyone to work towards the same goal. Only a team that works in a harmonious and friendly manner can achieve the best results.
- An organization that has no culture of its own, or has a hard-to-apply culture, has no style of operation, meanwhile, an established cultural organization has a distinct style of activity that is recognizable among others, and exhibits standards of behavior that are understood by all its members. Specialists use many models to study organizational culture, but there are a few basic ones.
How to create a strong corporate culture
Develop a culture deck
Create an acceptable behavioral pattern for the organization, then share it with everyone on your team - from top executions to new hires.
Don’t accommodate everyone
Successful business cultures have multiple forms of existence, but what works for one may not work for another. The key is staying unique and maintaining our values. Trying to align with others can often even compromise the quality of work and create an uncomfortable working environment for everyone.
The leadership team shows the way
Your leadership team should consist of the most important cultural features. To show others how strong cultural companies look like.
Choose candidates for the job carefully
Try to choose only the right people for you, who want to grow with you and pursue your goals, all the wrong people will become a problem at a later stage and can also disrupt a cohesive company culture.
Accept and evaluate all employee suggestions and thoughts
The most harmonious working environment and strong culture are then suggestions and opinions from all employees are heard and considered. Evaluate all together and individually.
Another example is to make people awesome
That's one of the principles of Modern Agile, which says that a company should strive to make their client awesome. This principle applies not only to customers but also to employees, as the only way to achieve the desired result is to make everyone in the company feel awesome.
Two main factors emerge - physical and mental attributes, the totality of which regulates an individual's thinking, behavior in the organization, relationship to the organization and members of the organization.
Characteristics such as intercultural, formal and informal institutionalization of relationships, standardization of thinking, interpretation, change of values, beliefs, standards of behavior are distinguished. Both physical and non-physical features of an organization's culture are lability. Some characteristics formed over a long period of time, from childhood to personality development, in other words, reasoned sociocultural and formed value structures, more slowly changing, others acquired in a relatively shorter period, such as in the period of work biography, are more easily transformed.
Culture is based on tradition, in other words, the habits of thinking, worldview, and behavior, and the collective archetypes that make up the content of the worldview, so the deeper the tradition, the harder it is for culture to change. Therefore, organizational culture can still be described as a (relatively) long-term culture.