Positive Organizational Culture

 

Introduction

Organization culture is very important in today’s world of business due to its competitiveness. It defines how people feel and perform at the workplace, and it is a main element of success. Human resource experts have to learn and create a culture that will bring satisfaction and development to their workforce.

A strong organizational culture can lead to several benefits:

•         Enhanced Employee Engagement: When an employees have a set of values he or she is likely to be engaged and motivated (Harter et al., 2002).

•         Improved Performance: This indicates that those organizations that cultivate positive organizational culture could lead to high productivity and performance levels (Kotter, 2012).

•         Attraction and Retention of Talent: The company develops a strong culture within its organization, this culture can help in attracting new employees and retaining experienced ones hence reducing employee turnover cost (Bharwani & Mathews, 2010).

•         Adaptability to Change: Strong culture of organizations can be especially helpful to        confront the new changes in the market/industry (Cameron & Quinn, 2011).

Organization Culture and why it is important?

One of the critical assets of any great organization is its organization culture. This is the shared values, beliefs, and norms that define the company's identity .Organizational culture influences how employees should behave and even how they conduct themselves whenever making a decision. (Schein, E. H. 2010).

Beliefs and Values of the Organization

The organizational culture is made up of the company values and organizational beliefs. These culture elements, defined at the top of an organization, defines its direction. An even stronger culture these values are wholeheartedly realized through the workforce.

 

Workplace Behaviors and Norms

These are a set of beliefs, values and assumptions that are manifested in the organization’s typical practices and routines. This may encompass such areas of business as communication, problem-solving and work attitudes. This is because the behaviors reflect the metrics outlined in the earlier categories when they complement the organizational values of the place.

Long term success of any organization depends heavily on the positive and sustainable organizational culture. It defines at work experience and determines organizational contentment and staff turnover. It also serves as a tool that may assist the organization to deal with the changes in the market.

Culture is not one of the parameters of the game instead, it is the game. Lastly, an organization is simply the capability of the people in an organization to produce value.

Lou Gerstner Former Chief Executive Officer of International Business Machines Corporation

 

Benefits of a Positive Organization Culture	Challenges of a Negative Organization Culture
Increased employee engagement and productivity	Decreased employee morale and job satisfaction
Stronger brand reputation and customer loyalty	Higher turnover and difficulty in talent acquisition
Enhanced ability to attract and retain top talent	Reduced innovation and problem-solving capabilities
Improved adaptability to market changes	Resistance to necessary organizational changes

Human resource strategies for a positive culture

Developing a vibrant and a working cultural atmosphere is very important to the HR professionals. They employ smart recruitment and onboarding, and they augment the employee engagement and reward. It also promotes development and reinforcement of the preferred organizational culture.

Recruitment

Recruitment is the first thing that the new employees must go through. It creates the foundation for the culture match that will be established between the two firms in future. HR seeks prospects that align with company’s values. Then, onboarding ensures that they understand and embrace the company’s way of working

Employee recognition

Possible training and reward. This way they incentivize the right behaviors as well as foster a great place to work for everyone.

HR Strategy	Objective	Key Benefits
Recruitment and Onboarding	Align new recruitments with company culture	Stronger cultural fit, faster integration, higher retention
Employee Engagement Program	Create sense of community and belonging	Improved morale, increased productivity, reduced turnover
Recognition and Rewards	Reinforce desired behaviors and cultural values	Enhanced employee motivation, increased job satisfaction

With the right strategy of matching the company culture against the available Human resources practice, organizations can create a great working environment. This makes employees as stakeholders in the system and results in long term positive outcomes.

Conclusion

Organization culture is one of the most important aspects of an organization and human resource professionals are responsible for creating the environment to this vital component. These companies develop new programs to make sure employee and staff is always occupied and much appreciated.

It is proven that a positive corporate culture is so essential for the success of any business organization. One, it increases employee morale and in the process performance levels. If people feel appreciated and enabled, they will remain loyal to organizational objectives.

In today’s work central, another positive culture is highly valued than before. Companies can therefore benefit from the strategies discussed in this blog to measure up when appropriate approaches are taken by Human Resource leaders. That way employee can grow and the organization vision can be achieved in the company.

References

• Bharwani, S., & Mathews, J. (2010). Service quality in the hospitality industry: A framework for the identification and measurement of service quality dimensions. Journal of Services Research, 10(2), 77-88.
• Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
• Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
• Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.