Organizational Culture
Culture is the collective manner in which an organization conducts itself.
It is built on the values and vision of its leaders – from the founder on.
It is build reflected by the organization's mission, its behaviors that are expected or implicitly required, organizational design, processes, practices, rituals, mannerism, work methods, work environment, and reward systems.
Culture controls decision making, group dynamics, communication, and employees' development, satisfaction, and involvement. It determines the effectiveness of the organizations and, ultimately, its performance.
Three types of organizational culture
Constructive
Employees interact openly with each other, support each other's drives to do well in parallel with the organization's growth, are self-actualizing, achievement oriented, and humanistic-encouraging.
Passive-defensive
Employees interact in ways that do not treaten their security, think and behave in conventional ways, seek approval, depend on others for direction, and avoid constructive challenges and decision-making.
Aggressive-defensive
Employees approach tasks in forceful ways, defending their status and job security, and are highly oppositional, power-oriented, internally competitive, and too perfectionist.
While an organization may predominantly display one cultural type, certainly all organizations show manifestations of normative beliefs and behaviors from the others. This phenomenon is found in subculruters – functional, hierarchical, occupational, geographical, age, and tenure.
Organizational effectiveness
Long-range studies have proven that constructive cultures far outperform defensive cultures in revenues, net income, workforce growth, and stock prices.
Through the use of thoroughly researched, academically based studies, which have been normed over many years across a wide range of industries, we help organizations assess and measure their cultures – and to put into place long-range initiatives to increase their organizational effectiveness.