HUMAN BEHAVIOR IN ORGANIZATION

Topic 8: Organizational Culture

Learning Outcomes:

Upon successful completion of this chapter, you will be able to:

a. Define the meaning of organizational culture.

b. Distinguish what cultures do and how to create and sustain organizational culture.
c. Discuss how employees learn the organizational culture.
d. Design an ethical and positive organizational culture.

INTRODUCTION

A great organizational culture is the key to developing the traits necessary for
business success. Its profound effects resonate directly with the business’s bottom line:
companies with healthy cultures are 1.5 times more likely to experience revenue growth
of 15 percent or more over three years and 2.5 times more likely to experience significant
stock growth over the same period. However, despite these advantages, only 31 percent
of HR leaders express confidence in their organization's current cultural landscape,
indicating a significant gap between aspiration and realization. On this note, achieving an
optimal culture proves to be a formidable challenge, evidenced by a staggering 85 percent
failure rate among organizations attempting cultural transformation.
 Organizational culture affects all aspects of a business, from, as simple as, the
punctuality of employees to intricate details like contractual agreements. When the
cultural fabric of a workplace seamlessly integrates with the values and needs of its
workforce, employees are more likely to experience a sense of belonging, support, and
appreciation. Moreover, companies that prioritize nurturing a positive culture exhibit
resilience in navigating through adversities and adapting to shifts in the business
landscape.

WHAT IS ORGANIZATIONAL CULTURE?

Organizational culture is the set of values, beliefs, attitudes, systems, and rules
that outline and influence employee behavior within an organization. The culture reflects
how employees, customers, vendors, and stakeholders experience the organization and
its brand. In essence, culture is not merely a set of abstract principles but a living entity
that breathes life into the organizational ethos and guides the collective actions and
decisions of its members.

❖ The significance of culture transcends the realms of recruitment and retention,

wielding immense influence in attracting top talent and fostering a competitive
edge. In today's hyper-competitive talent landscape, where individuals seek not
just employment but a sense of belonging and purpose, culture emerges as a
decisive factor. A 77 percent of prospective employees meticulously evaluate a
company's culture before even considering an application, underscoring its pivotal
role as a magnet for talent. In relation to this, the culture of an organization is also
one of the top indicators of employee satisfaction and one of the main reasons that
almost two-thirds (65%) of employees stay in their jobs. On the other hand, nearly
half of all employees express willingness to leave their current job for a lower-
paying opportunity at an organization with a better culture. This underscores the
profound impact of culture on employee engagement, satisfaction, and loyalty
which drives employee morale, retention, and ultimately, organizational success.
WHAT ARE THE TYPES OF ORGANIZATIONAL CULTURE?

Each organization has a unique culture, but most fit within one or more categories
including:

1. CLAN CULTURE

Imagine a workplace as a big family. In this kind of culture, people are friendly, and
supportive, and treat each other with respect, just like how family members might behave.
Companies with a clan culture often see their leaders as mentors and encourage
everyone to work together as a team. It is common in smaller companies where everyone
knows each other well. They focus on making sure everyone feels good and healthy while
also challenging them to do their best. Clan cultures often prioritize their human resources
department, focusing on teamwork and including everyone in decision-making. Tradition
and loyalty are cherished values, anchoring the organization in a shared sense of identity
and purpose.

2. ADHOCRACY CULTURE

This is all about creativity and thinking outside the box. Companies with an
adhocracy culture tend to maintain an innovative, dynamic, and creative work
environment. They encourage employees to experiment and take risks, seeing their
leaders as calculated risk-takers. These organizations are driven by a relentless pursuit
of growth and evolution, constantly seeking new avenues for expansion and product
development. Success for them is about being able to anticipate what people want and
creating new solutions to meet those needs. They are always trying to grow and develop
new products to stay ahead.

3. MARKET CULTURE

Picture a workplace that is all about getting things done quickly and efficiently, like
a well-oiled machine. Individuals align their efforts with clear goals, driving toward tangible
outcomes that bolster the organization's market position. In a market culture, competition
is a big motivator for both leaders and employees. Everyone is focused on reaching
specific goals, and success is measured by how well the company does in the stock
market and against its competitors.

4. HIERARCHY CULTURE

This is where things are more structured and follow strict rules and procedures.
Leaders in these organizations make sure everyone sticks to the plan and does things by
the book. They emphasize the importance of following protocols diligently, ensuring
efficiency and consistency in outcomes. Processes are meticulously controlled, and
systematic problem-solving is the norm, underpinning the organization's operational
effectiveness. Think of it like a bureaucratic system where everyone follows the rules to
ensure that things run smoothly and as expected.

WHAT IS THE IMPORTANCE OF CULTURE IN A COMPANY?

1. Improve recruitment efforts – 77% of workers consider a company’s culture before

applying. Culture acts as a magnet for talent. Potential candidates are not just looking for
a job; they seek a workplace where they can thrive, feel valued, and contribute
meaningfully. A strong, positive culture signals to prospective employees that your
company is a place where they can find fulfillment and belonging. This can attract top
talent and increase the likelihood of securing the right candidates for your team.

2. Improve employee retention – culture is one of the main reasons that 65% of
employees stay in their jobs. Culture is often cited as one of the primary reasons why
employees stay in their jobs. When employees feel a sense of belonging, purpose, and
alignment with the company's values, they are more likely to remain loyal and committed.
High employee retention not only saves on recruitment costs but also fosters continuity,
knowledge retention, and a sense of stability within the organization.

3. Improve brand identity – 38% of employees report wanting to change their job due
to poor company culture. Your company's culture is a reflection of its brand. A positive
culture can enhance your brand's reputation as an employer of choice, attracting not only
potential employees but also customers, partners, and stakeholders who want to
associate with a company that prioritizes its people. Conversely, a poor culture can
tarnish your brand's identity, leading to negative perceptions and potentially damaging
consequences for recruitment, customer loyalty, and overall business success.

4. Improve engagement – companies with a positive culture have up to 72% higher

employee engagement rate. A positive culture cultivates an environment where
employees are motivated, inspired, and engaged in their work. When employees feel
valued, supported, and empowered, they are more likely to be committed to their roles,
collaborate effectively with colleagues, and contribute their best efforts toward achieving
organizational goals. This heightened level of engagement not only boosts productivity
but also fosters innovation, creativity, and a sense of ownership among employees.
QUALITIES OF A GREAT ORGANIZATIONAL CULTURE

Every organization’s culture is different, and it’s important to retain what makes
your company unique. However, the cultures of high-performing organizations
consistently reflect certain qualities that you should seek to cultivate:

• Alignment comes when the company’s objectives and its employees’ motivations are
all pulling in the same direction. Exceptional organizations work to build continuous
alignment with their vision, purpose, and goals.

• Appreciation can take many forms: a public kudos, a note of thanks, or a promotion.
A culture of appreciation is one in which all team members frequently provide recognition
and thanks for the contributions of others.

• Trust is vital to an organization. With a culture of trust, team members can express
themselves and rely on others to have their back when they try something new.

• Performance is key, as great companies create a culture that means business. In these
companies, talented employees motivate each other to excel, and, as shown above,
greater profitability and productivity are the results.

• Resilience is a key quality in highly dynamic environments where change is continuous.

A resilient culture will teach leaders to watch for and respond to change with ease.

• Teamwork encompasses collaboration, communication, and respect between team

members. When everyone on the team supports each other, employees will get more
done and feel happier while doing it.
• Integrity, like trust, is vital to all teams when they rely on each other to make decisions,
interpret results, and form partnerships. Honesty and transparency are critical
components of this aspect of culture.

• Innovation leads organizations to get the most out of available technologies, resources,
and markets. A culture of innovation means that you apply creative thinking to all aspects
of your business, even your own cultural initiatives.

• Psychological safety provides the support employees need to take risks and provide
honest feedback. Remember that psychological safety starts at the team level, not the
individual level, so managers need to take the lead in creating a safe environment where
everyone feels comfortable contributing. Now that you know what a great culture looks
like, let’s tackle how to build one in your organization.

COMPANIES CAN EXPRESS ORGANIZATIONAL CULTURE IN DIFFERENT WAYS:

1. How a company or business does its work and treats employees and customers

This refers to how a company conducts its operations and how it treats its employees
and customers. It's about the values, attitudes, and behaviors that are encouraged and
exhibited within the organization. For example:

- A company might prioritize transparency, open communication, and mutual respect

among employees and customers.

- Google is known for its inclusive work environment and emphasis on employee well-
being through perks like free meals, onsite healthcare, and flexible work hours.

2. How much latitude employees are given to make decisions

This aspect concerns the degree of freedom and independence employees have in
making decisions within their roles. It reflects the trust and empowerment given to
employees. For instance:

- Some companies have a hierarchical decision-making structure where only top-level

management can make significant decisions.

- Other companies, like Netflix, empower employees with significant autonomy and
responsibility, allowing them to make decisions relevant to their work without constant
supervision.
3. How information is conveyed to employees and customers

This involves how information flows within the organization and how it is
communicated to both employees and customers. Effective communication fosters
transparency and understanding. For example:

- A company might have regular team meetings, newsletters, and open-door policies to
ensure that employees are well-informed about company updates and decisions.

- Zappos, an online shoe retailer, is known for its emphasis on communication and
customer service. They encourage employees to freely communicate with both customers
and each other, fostering a culture of responsiveness and accountability.

4. Employee commitment toward providing a good product or service

This refers to the dedication of employees towards delivering high-quality products

or services. It reflects the company's values and priorities regarding customer satisfaction
and excellence. For instance:

- Southwest Airlines is renowned for its strong commitment to customer service and
operational efficiency. Employees are empowered to go above and beyond to ensure
customer satisfaction, creating a positive reputation for the company.

- Similarly, Apple is known for its commitment to innovation and product excellence.
Employees are encouraged to strive for perfection in their work, leading to products that
consistently meet high standards and customer expectations.

Expressing organizational culture through these means helps define the identity and
values of a company, shaping its reputation and guiding its interactions with stakeholders.

HOW DO COMPANIES CREATE ORGANIZATIONAL CULTURE?

Company leaders can determine the organizational culture by establishing a

company mission statement that applies to all levels of a company’s operations. They can
provide training to supervisors and teams that apply their mission statement and culture
to how people interact with each other. Companies can determine what they value most
and use their culture to support those values. Organizational culture acts as a glue that
holds everything together within an organization.
 While leaders of a business or company may create and communicate the culture
in their workplace, all levels of leadership and individual contributors must maintain it. An
established culture shows how people in the workplace should behave. A positive culture
that’s deeply embedded in an organization’s identity can help employees pursue and
reach their goals.

CREATING AND SUSTAINING CULTURE

11 Must Do’s for Creating and Sustaining a Strong Culture

1. FOCUS ON THE POSITIVE

The power of positivity can be especially helpful to those who need a little boost in
employee morale. Positivity can boost the productivity of an individual and enhance the
quality of work. Negative talk (gossip, complaining, and criticizing) can bring down even
the best organization. It’s toxic to your culture, and your bottom line, so don’t let those
Negative Nellies drag you down. If we focus on the negativity, it hinders the performance
of each individual in the organization.

2. ENSURE SHARED VALUES

Skills and competencies are important, but behaviors are often rooted in one’s
personal values. Have your team explore their values and share them with their
colleagues. It is eye-opening for staff to discover how their values impact them as a
person, and what is important to their teammates. Be sure to hire employees who model
behaviors that fit your values. If shared values are present, it shows better communication
and teamwork to pursue a common goal. It also creates a strong sense of unity and trust
within the organization, which leads to success.

3. GIVE AND RECEIVE FEEDBACK

When giving feedback, be specific, focus on the observed behavior, and describe
the impact it had. It’s important to address conflict and how to have comfortable
conversations. Most people love giving positive feedback but dread the tough stuff. It’s
natural for us humans to stay away from things that are risky or unpleasant. If you’re used
to structuring your feedback and developing a strong level of trust amongst your team,
the tough stuff won’t feel so difficult anymore.
4. FOLLOW-THROUGH

Following through builds trust and shows your commitment to getting the job done.
Consider when your residents have a special request or a complaint, don’t you want your
employees to resolve the issue and follow up afterward? If you agree, then you need to
model this behavior to your employees too. Because follow-through shows people that
they can rely on you, are responsible, honest, and sincere, and that you demonstrate that
you respect other people’s time.

5. CARE ABOUT YOUR TEAM MEMBERS

If you want your people to care about your residents, not just check tasks on a list,
then you must care about your people! And show them that you do.

6. PLAY TO STRENGTHS AND LOOK FOR BRIGHT SPOTS

At first glance, this sounds like focusing on the positive, and it is, but it’s more than
that. Let’s use recruitment as an example, when you are focused on strengths and what’s
going well, you’ll want to look towards your superstar employees to find out: How did we
find them? What about them makes them special? How do we keep them? How can we
replicate what’s most important? If it was a referral, consider ramping up your referral
process. If they came from a local school, consider increasing your presence at this
school. If it was someone who randomly applied online, how did they find you? What
search terms were used? Ask them what it was that attracted them to you.

7. SET EXPECTATIONS

All employees should know what is expected of them and in a field where we are
struggling to retain employees past the honeymoon phase, setting expectations right from
the start is critically important. Explain the importance of the organizational culture and
the mindset that comes with being person-centered and focused on continuous
performance improvement.

8. EVALUATE PROCESSES AND PROCEDURES

If you’re committing to continuously improving, and not falling behind the times,
you’ll need to have systems in place to constantly evaluate and look for opportunities.
You’ll also want to make sure that your current processes or procedures aren’t causing a
bottleneck or hindering employees from doing the right thing.
9. CREATE OPPORTUNITIES FOR COLLABORATION

We hear time and time again that teams are working in silos and that they aren’t
working together to meet the resident’s needs. It’s important to create opportunities for
team members to collaborate with each other. Collaborating enhances communication
and information sharing. Collaboration also encourages creativity and innovation by
bringing together diverse perspectives and ideas.

10. BE CONSISTENT

Starting and stopping new things all the time will never lead to movement and it
can cause employees to distrust management. The flavor of the month clubs aren’t
effective, and no one likes a boss who says one thing and does another. It is better to
pick one thing and follow through on it than to try all ten, only to get overwhelmed and
give up. Consistency fosters trust, and a consistent boss can make their employees feel
confident in their leadership and more likely to trust their directions and decisions.

11. TELLING STORIES AND USING EXAMPLES

Stories paint a picture; they evoke emotion. Stories help people relate; they make
an idea come to life. Next time you are working on updating the careers section of your
website, your employee orientation, or even a simple newsletter, try including real-life
stories that provide insight into your culture. Stories are a powerful marketing tool. Telling
stories and giving examples increase engagement and make the content more
memorable. It makes it easier for people to understand complex information.

5 WAYS TO CREATE A CULTURE OF ETHICS

Good ethics is good business: Why have so few seen the memo?

So often we hear about unethical and egregious behavior of organizations and their
leaders that seem intent on screwing their customers, lying, cheating, and perhaps
laughing all the way to the bank. Yet, there are many ways organizations can create a
culture that supports and nurtures ethics. In the end, good ethics is good business.
Closely adhering to the following important and easy-to-remember strategies can help
create a culture of ethics.

1. CLEAR EXPECTATIONS FOR WHAT IS OKAY AND NOT OKAY

All organizations have both spoken and unspoken rules and guidelines about how to
act. This includes everything from attire, attitudes, and behavior toward colleagues,
customers, and the public. The culture can differ radically—even within the same
organization. Many of the cultural norms and expectations of an organization are never
expressed in writing but are implied. Setting clear expectations for behavior among all
members of an organization is the first step toward a more ethical organizational culture.

Example:

Starting at a tech company, you notice engineers wear jeans and t-shirts despite
a business casual dress code, reflecting the company culture. In meetings, interrupting
others is discouraged, though not explicitly stated. These unspoken norms guide
behavior. To promote an ethical culture, the company should clearly communicate these
expectations, fostering mutual respect among employees.

2. MODELING DESIRED BEHAVIOR (ESPECIALLY FROM ORGANIZATIONAL

LEADERS)

Research conducted by well-known Stanford psychologist Al Bandura, among others,

found that people tend to model their behavior after others, especially leaders in the
workforce. Organizational leaders must model the desired behaviors they wish to cultivate
within their organizations. If the highest standards of ethics are desired within an
organization, then high-profile leaders must demonstrate these standards. Their actions
often speak louder than their words.

Example:

A CEO promotes honesty and transparency by openly admitting mistakes and

communicating openly with employees. This behavior sets the standard for integrity within
the organization.

3. REINFORCE THE BEHAVIOR YOU WANT, AND DON’T REINFORCE THE

BEHAVIOR THAT YOU DON’T WANT

This is a pretty simple truth, yet it is often easier said than done. Organizations must
be mindful and intentional about what behaviors they want to reinforce and what
behaviors they do not want to be reinforced. Offering opportunities for recognition,
awards, and social reinforcements for desirable ethical behaviors can go a long way.
Certainly, these rewards or reinforcements must be thoughtfully considered and delivered
with careful attention to both the intended and unintended consequences of using them.

Example:

Managers publicly recognize and praise employees for ethical behavior like
honesty and teamwork, reinforcing these values. Unethical actions are swiftly addressed,
without reward or recognition, signaling they're not tolerated.

4. FOCUS ON SKILL BUILDING AND PROBLEM-SOLVING

Institutions can help by offering workshops, easy-to-use reference materials, and peer
or mentor consultations to develop effective ethical decision-making and behavioral skills,
as well as strategies for resolving ethical dilemmas or troubles.
Example:

A company provides regular workshops and online resources to help employees

develop ethical decision-making skills. They also facilitate peer consultations where
employees can discuss ethical dilemmas and brainstorm solutions together. This
approach equips employees with the tools and support needed to navigate ethical
challenges effectively.

5. PROVIDE THE TOOLS PEOPLE NEED TO ACT ETHICALLY

If an organization wants to create a culture of ethics, it must be sure members have

the tools they need to do so. These include adequate and appropriate training,
consultation, modeling, and supervision. Having an ethics ombudsman or point person
for an organization can be especially valuable. He/she or his/her staff can provide a focal
point for acquiring tools and resources to better help with ethical consultation.

Example:

A company establishes an ethics hotline where employees can seek guidance and
advice on ethical matters anonymously. Additionally, they offer regular training sessions
on ethical decision-making and provide access to online resources and materials. This
ensures that employees have the necessary tools and support to act ethically in their
roles.

8 STEPS TO BUILDING A HIGH-PERFORMING ORGANIZATIONAL CULTURE

 Creating a great organizational culture requires developing and executing a plan
with clear objectives that you can work towards and measure. The 8 steps below should
serve as a roadmap for building a culture of continuity that will deliver long-term benefits
across your company.

1. Excel in recognition

Recognizing the contributions of all team members has a far-reaching, positive effect
on organizational culture. Experts agree that when an organization makes appreciating
employees part of its culture, important metrics like employee engagement, retention, and
productivity improve.

Making recognition part of your culture means it should be frequent, not something
saved for milestones or work anniversaries. Companies who invest in consistent social
recognition see a remarkable business impact: they are four times more likely to increase
stock prices, twice more likely to improve NPS scores, and twice more likely to improve
individual performances.

Monetary recognition is valuable as well. Consider a points-based recognition

program that will allow employees to easily build up point balances that can be redeemed
for a reward that’s meaningful to them.

To nurture organizational culture, recognition should be clearly tied to company values

and specific actions and supported by leadership. After all, 92 percent of employees
agree when they’re recognized for a specific action, they’re more likely to take that action
again in the future.

Last but not least, leadership needs to take center stage in your recognition efforts,
as they’re the cultural trendsetters for your entire company. Incorporate a recognition talk
track into your leadership training and share top tips with managers on how to recognize
others and why it matters.

Example:

A company implements a points-based recognition program where employees can

earn points for demonstrating company values and specific actions. These points can be
redeemed for meaningful rewards. Additionally, leadership incorporates recognition into
their training and encourages managers to regularly acknowledge and appreciate their
team members' contributions. This fosters a culture of appreciation and improves
employee engagement and productivity.

2. Enable employee voice

Creating a culture that values feedback and encourages employee voice is essential.
Failing to do so can lead to lost revenue and demotivated employees.

First, collect feedback using listening tools that make it easy for employees to express
what they’re feeling in the moment, like pulse surveys and workplace chatbots. Pulse
surveys are short questionnaires sent to employees through an engagement platform.
They're anonymous and easy to complete, allowing team members to express
themselves freely. On the other hand, workplace chatbots are AI-powered programs
designed to facilitate communication and streamline tasks within a workplace setting.
They use natural language processing to interact with users, provide information, answer
questions, automate routine tasks, and even collect feedback.

After collecting feedback, analyze the results and take action while the findings are
relevant. This strengthens your culture and leads to benefits like higher employee
fulfillment and greater profitability. According to a Clutch survey, 68 percent of employees
who receive regular feedback feel fulfilled in their jobs, and Gallup found that
organizations with managers who received feedback on their strengths showed 8.9
percent greater profitability. And watch for more subtle expressions of feedback, like body
language. Managers should treat all conversations with employees as opportunities to
gather and respond to feedback and act as trusted coaches.

Example:

A company implements pulse surveys and workplace chatbots to collect real-time

feedback from employees. Managers regularly analyze this feedback and take prompt
action to address concerns and make improvements. Additionally, they pay attention to
subtle cues like body language during conversations to gather feedback effectively. This
approach fosters a culture of openness and trust, leading to higher employee fulfillment
and increased profitability.

3. Make your leaders culture advocates

Building a strong workplace culture is in the hands of team leaders and managers. If
your workplace culture prioritizes certain values and your leadership team doesn’t
exemplify them — or displays behaviors that go against them — it undermines the effort.
Team members will recognize the dissonance between stated values and lived behaviors.
They may even start to emulate negative behaviors, believing they are rewarded by
management.

Your leadership team can help build the right culture by prioritizing it in every
aspect of their work lives. This includes openly discussing the organization’s culture and
values and incorporating employee feedback into their cultural advocacy efforts. While 76
percent of executives believe their organization has a well-communicated value system,
only 31 percent of employees agree. When employees see leaders living your culture,
they’ll follow suit.

Example:

The leadership team consistently demonstrates the organization's values through

their actions and behaviors. They openly discuss and prioritize the company's culture and
values in all aspects of their work. Additionally, they actively seek and incorporate
employee feedback into their efforts to promote and advocate for the desired culture. This
alignment between leadership behavior and organizational values inspires employees to
follow suit, fostering a strong and cohesive workplace culture.

4. Live by your company values

Your company’s values are the foundation of its culture. While crafting a mission
statement is a great start, living by company values means weaving them into every
aspect of your business. This includes support terms, HR policies, benefits programs, and
even out-of-office initiatives like volunteering. Your employees, partners, and customers
will recognize and appreciate that your organization puts its values into practice every
day. You can also recognize employees for actions that exemplify your values to show
that they’re more than just words and incentivize employees to build the value-based
culture you want to see.

Example:

A company integrates its core values into support terms, HR policies, and benefits
programs. For instance, it offers paid volunteer time, aligning with its value of community
engagement. Regularly, it acknowledges employees who embody these values,
reinforcing their importance beyond mere words and motivating others to uphold them,
nurturing the desired value-based culture.

5. Forge connections between team members

Building a workplace culture that can handle adversity requires establishing strong
connections between team members, but with increasingly remote and terse
communication, creating those bonds can be challenging. Encouraging collaboration and
engaging in team-building activities — even when working remotely — are two effective
ways to bring your team together and promote communication.

Look for and encourage shared personal interests between team members as well,
especially among those from different generations who might otherwise have a difficult
time relating to each other. This can create new pathways for understanding and empathy
that are vital to improving communication, creativity, and even conflict resolution.

Example:

Encouraging collaboration through virtual team-building activities, like online

escape rooms or virtual team lunches, fosters connection among remote team members.
Additionally, promoting shared personal interests, such as organizing a virtual book club
or hobby group, bridges generational gaps and enhances understanding and empathy,
ultimately improving communication and creativity within the team.
6. Focus on learning and development

Great workplace cultures are formed by employees who are continually learning and
companies that invest in staff development. Training initiatives, coaching, and providing
employees with new responsibilities are all great ways to show your team that you’re
invested in their success.

Example:

A company offers regular training workshops and coaching sessions to help

employees develop new skills and advance their careers. Additionally, they provide
opportunities for employees to take on new responsibilities and projects, demonstrating
their commitment to individual growth and fostering a culture of continuous learning and
development.

7. Keep culture in mind from day one

When an employee’s perspective doesn’t match your company's culture, internal

discord is likely to be the result. Organizations should hire for culture and reinforce it
during the onboarding process and beyond. Practices and procedures must be taught,
and values should be shared.

Example:

During the onboarding process, a company emphasizes its core values and culture
through interactive workshops and discussions. New hires learn about company practices
and procedures that align with these values, ensuring a shared understanding and
commitment to the organization's culture from the start.

8. Personalize the employee experience

As modern consumers, your employees expect personalized experiences, so you

need to focus on ways to help each team member identify with your culture. Tools like
pulse surveys and employee journey mapping are great ways to discover what your
employees value and what their ideal corporate culture looks like. Take what you learn
and tailor your actions to personalize the employee experience for your team. Once you
start treating your employees with the same care you treat your customers, a culture that
motivates each individual at your organization is sure to follow.

Example:

A company uses pulse surveys and employee journey mapping to understand

what employees value and their ideal corporate culture. Based on this feedback, they
personalize the employee experience by implementing tailored initiatives, such as flexible
work arrangements or professional development opportunities. By treating employees
with the same care as customers, the company cultivates a culture that motivates and
engages individuals.
CREATING A POSITIVE ORGANIZATIONAL CULTURE

Every organization has a company culture that's created through workplace

experiences, attitudes, and environments. While company cultures may develop
naturally, there are also ways you can encourage a positive culture that will improve
employee productivity, morale, and engagement in your workplace.

What is a positive culture in the workplace?

Positive company culture is an attitude and environment within an organization that

cultivates collaboration, productivity, and satisfaction among its employees. In this type
of environment, managers trust their employees to produce quality work and make good
decisions without constant oversight. Employees respect one another and work well as a
team to complete projects. Positive cultures focus on employees' strengths and
professional growth to make the organization more productive.

It is important to understand that work culture is not only about the behavior of its
employees but also about the values the organization believes in. It is how people interact
with each other and function in an organization when no one is watching them.

Which factors affect company culture?

Many factors can affect company culture, but the most common influences include the
following:

● Management attitudes - This refers to the overall outlook and approach that
managers within a company have towards their work, their employees, and the
organization's goals. It encompasses their leadership style, communication methods,
decision-making processes, and how they handle challenges and opportunities.
● Employee treatment - This encompasses how employees are regarded, respected,
and valued within the organization. It includes aspects such as fair compensation,
opportunities for growth and development, work-life balance, recognition of
achievements, and the overall work environment, including whether it's supportive or
toxic.
● Company beliefs - These are the core values, principles, and philosophies that guide
the actions and decisions of the organization as a whole. Company beliefs often shape
the culture, priorities, and long-term strategies. They can include commitments to
innovation, sustainability, diversity and inclusion, customer satisfaction, or community
engagement, among others.
● Benefits and perks - These are the additional rewards or advantages provided to
employees beyond their regular salary or wages. Benefits can include health
insurance, retirement plans, paid time off, parental leave, flexible work arrangements,
 wellness programs, educational opportunities, and various other incentives designed
to attract, retain, and motivate employees. Perks are often non-monetary and may
include things like free meals, gym memberships, company events, or commuter
benefits.

Understanding and effectively managing these factors can significantly impact

employee satisfaction, productivity, and the overall success of the organization.

11 WAYS TO CREATE A POSITIVE WORK CULTURE

Company leaders can influence work culture through the organization's values and
initiatives and how they treat their customers and staff. Follow these steps to create a
positive culture:

1. Establish core values

Determine your organization's mission and values, and try to incorporate these into
everything the company does. Clear core values can add meaning and purpose to
employees' work and can improve performance and motivation. When establishing
values, define what’s important to the company and its people and determine how that
fits into the company culture.

2. Promote communication and transparency

Try to ensure your employees and managers have open communication and are
transparent about their decisions. Supervisors in positive cultures often are approachable
and accessible to their staff, and they give frequent feedback on employee performance.
Employees who can communicate openly and share ideas with their managers often feel
more valued, so try to give them communication tools, such as feedback boxes and team
messaging platforms.

Transparency, or being open and honest about company performance and

decisions, also is a key part of communication. You can earn employee trust and loyalty
by being transparent about the company's affairs. Consider using internal newsletters or
monthly company meetings to make announcements, give updates, and allow people to
ask questions and share opinions.
3. Set clear goals

Ensure all employees understand company, department, and individual goals.

Goal-setting can give employees purpose and motivation. Try to make sure objectives
are measurable so employees know when they reach them and consider rewarding those
accomplishments. Having the flexibility to adjust goals and metrics as needed also can
help your team feel more motivated to achieve them.

4. Recognize good work

Rewarding your employees for outstanding performance can make them feel
appreciated and continue producing quality work. Employees who get recognized for their
hard work may be more motivated, engaged, and loyal to the company. Employee
recognition can include:

● Verbal praise
● Reward systems for meeting goals
● Bonuses
● Employee of the month
● Awards, like gift cards
● Extra time off

5. Encourage social activities and collaboration

You can ensure a workplace meets employees' social needs by encouraging

collaboration, connection, and group activities. Try to help your employees get to know
one another and form friendships by hosting exercise or running clubs, team lunches,
happy hours, or other events unrelated to work. A company culture that promotes positive
work relationships also may benefit from higher morale and performance and better
teamwork.

6. Be flexible

Consider offering flexible schedules and opportunities to work remotely.

Companies with flexible work environments may provide their employees with a good
work-life balance and improved morale. Employees can work when they are most
productive and still manage personal and family responsibilities. Flexibility can also attract
talented candidates to your organization.
7. Be inclusive

Promote inclusivity and diversity by hiring and supporting people of all

backgrounds and cultures. Consider creating diversity initiatives that educate employees
and establish inclusion as one of the organization's core values. Try to ensure employees
know the company respects and protects their rights and beliefs, and provide resources
or outlets for them to communicate concerns or have personal conversations. If an
organization has a human resources (HR) department, you can ask HR to provide these
support systems.

8. Have fun

Allow your employees to relax and have a sense of humor around the workplace.
This aspect of a positive culture can lower stress levels and make employees look forward
to coming to work each day. Encouraging employees to have fun at work can also
energize them and lead to more creativity and innovation. Ways to promote fun include
group or team-building activities, office decor, a relaxed dress code, and celebrations for
achievements.

9. Provide opportunities for growth

Give your employees the tools and opportunities to learn new skills and develop
professionally. Companies with growth opportunities may have better employee
satisfaction and productivity. Consider establishing clear ways for employees to get
promotions, which you can base on performance or meeting certain goals. Promoting
from within can let employees know upward mobility in the organization is possible. An
organization's professional development plan might include:

● Online or in-person training programs

● Mentorships
● Tuition reimbursement for continuing education or advanced degrees
● Lunch and learns
● Meetings to determine employee goals and help them achieve those

10. Be compassionate

Managers and company leaders in positive cultures often are kind and empathetic
toward their employees. They understand their staff's needs and help them through
challenges. Employees who work under compassionate leaders may feel respected and
think the company cares about them.
11. Be helpful

Encourage managers and employees to help their coworkers complete projects, make
decisions, and overcome challenges. Employees who feel their supervisors are helpful
and friendly can be more loyal and likely to help others as a result. A positive culture is
supportive and makes employees feel like they have the resources and assistance to
accomplish their tasks. Ways to be more helpful include:

● Listening actively
● Offering and asking for feedback
● Creating instructions, resources, or guides for teams to reference
● Being approachable

BENEFITS OF CREATING A POSITIVE CULTURE

The benefits of creating a positive work culture within your organization include
increasing:

1. Job satisfaction: Employees often are happier when working for companies that
invest in improving their well-being because they feel more valued.
2. Employee retention: Employees may be more likely to want to stay with a company
they feel treats them well and gives them the proper resources to succeed. If they
enjoy their work and the people they work with, employees also may be less likely to
explore other career options.
3. Recruiting: A positive culture can help improve the reputation of a company, which
may make more talented professionals seek it out when looking for a new job. This
also can allow companies to be more selective with who they hire, which can help
improve other factors, such as retention and productivity.
4. Motivation and productivity: Professionals who enjoy their work environment and
have strong relationships with their coworkers and managers may be more likely to
work harder and have a better attitude. Being invested in a company may make them
feel more passionate about how much success it has.
5. Collaboration: A positive company culture often prioritizes teamwork,
communication, and interaction among coworkers. These factors all can improve how
well a team collaborates on projects because team members may feel more
comfortable and willing to ask for help.
6. Employee well-being: Being in a positive environment that allows employees to grow
and rewards them for performing well can help reduce the stress and anxiety they may
feel in the workplace.
 The opposite side of not having or creating a positive work culture within your
organization includes:

1. Job Dissatisfaction: In a negative work culture, employees may feel undervalued,

unappreciated, and unhappy in their roles. This can lead to a decrease in job
satisfaction, affecting their motivation and performance.
2. High Turnover Rates: A negative work culture can result in higher turnover rates as
employees become disengaged and seek opportunities elsewhere. This constant
churn of talent can disrupt workflows, increase recruitment costs, and impact the
organization's reputation.
3. Difficulty in Recruitment: A poor work culture can tarnish the organization's
reputation, making it less attractive to potential candidates. This can lead to
challenges in recruiting top talent and may necessitate settling for less qualified
candidates.
4. Low Motivation and Productivity: Employees in a negative work culture may lack
motivation and productivity due to feelings of disconnection, dissatisfaction, and lack
of support. This can result in decreased performance and hinder the organization's
success.
5. Poor Collaboration and Communication: Negative work cultures often suffer from
poor teamwork, communication breakdowns, and a lack of trust among colleagues.
This can hinder collaboration on projects, leading to inefficiencies and missed
opportunities.
6. Employee Burnout and Stress: A negative work culture can contribute to higher
levels of stress, anxiety, and burnout among employees. Without support or
recognition, employees may feel overwhelmed and unappreciated, impacting their
mental and physical well-being.

Understanding the positive benefits of creating a supportive work culture is essential

as it empowers organizations to prioritize employee well-being, enhance job satisfaction,
increase retention rates, attract top talent, boost motivation and productivity, foster
collaboration, and ultimately create a conducive environment for growth and success.
Furthermore, it is crucial to acknowledge the potential negative consequences of not
having a positive work culture, as it allows organizations to anticipate and mitigate risks,
identify areas for improvement, strategically plan interventions, foster a culture of
continuous growth, and ultimately maintain a competitive edge in attracting and retaining
top talent.
HOW DO YOU IMPROVE ORGANIZATIONAL CULTURE?

1. Connect Employee Work to Purpose: When employees understand how their work
contributes to the overall mission and goals of the organization, they feel a sense of
purpose and fulfillment. This connection motivates them to perform at their best and
fosters a greater commitment to the organization's success.
2. Create Positive Employee Experiences: Positive employee experiences, from the
recruitment process to day-to-day interactions, contribute to a culture of engagement
and satisfaction. By prioritizing employee well-being, providing opportunities for
growth and development, and creating a supportive work environment, organizations
can enhance the overall employee experience.
3. Be Transparent and Authentic: Transparency and authenticity build trust within the
organization. When leaders communicate openly about decisions, challenges, and
successes, employees feel valued and respected. Authentic leadership fosters a
culture of honesty, integrity, and accountability, which is essential for maintaining a
positive work environment.
4. Schedule Regular and Meaningful Communication: Regular communication,
whether through team meetings, one-on-one check-ins, or company-wide updates,
keeps employees informed and engaged. Meaningful communication involves
listening to employee feedback, addressing concerns, and soliciting input on important
decisions, which helps employees feel heard and valued.
5. Encourage Frequent Employee Recognition: Recognizing and appreciating
employee contributions is key to boosting morale and motivation. Whether it's a simple
"thank you" for a job well done or a formal recognition program, acknowledging
employee efforts fosters a culture of appreciation and reinforces desired behaviors.

~Fin~

Prepared by:

LUCERO, Aries Carl V.

CONVOCAR, Andrew James D.
DOSAL, Eugene Clark D.
NAVARRA, Kim Patrice N.
RABAYA, Jann Michaela S.
VARGAS, Jon Oliver S.

GROUP 6