Organizational Culture: How to Define it Correctly

Having a solid organizational culture is critical when recruiting new talent in Resource s Human. It is about those principles that make up the company’s personality and lay the foundations of its processes and attitude.
It is precisely why each company has its own organizational culture. Today we will focus on some of the main types and the importance of defining them correctly.

What is the Organizational Culture

We understand organizational culture as those norms and values by which a company remains governed. Some principles are related to the company’s structure, work performance methods, and even how the workforce is connected. It is, in Roman Paladino, the psychology of the organization, its core.

The Importance of Organizational Culture

But why is organizational culture so influential? This organizational psychology has two areas of action: internal and also external. It first has to do with how the company relates to its workers, with internal relations, welfare policies, the office’s work environment, etc.

Concerning the external level of the organizational culture, it has to do with the behavior of the entity to the outside, its social attitude. It is the sum of its employees and the corporate image outside – to customers and in general. It is determined by your ecological philosophy, whether you participate in charitable, government, and similar activities.

The idea is that this organizational culture is coherent and also allows the worker to identify with what is transmitted socially. It is precisely for that reason that it is critical when recruiting new employees, as we said a few lines ago.
We have a model template for organizational culture surveys, which will allow you to carry out an initial study of the environment in the company.

Essential Components of the Organizational Culture of a Company

At this point, we can establish some crucial parts of the corporate culture of a company. These are:

• Organizational norms
• Power structure or type of leadership
• Staff relationships
• Company values

Organizational Norms: Component of the Corporate Culture

The administrative criteria establish the company’s guidelines, regulations, and also principles about different aspects. For example, standards – or code – may refer to:

Salary

It must be taken into account if there are objectives linked to incentives, of what type, how the salary increase remains planned in career progression.

The Code of Conduct

All the established behaviors, certain formalities in meetings, specific rules of being in the workplace. Etc. What can best clarify for you is the wardrobe? Think of a consultancy where you have to go to work in a suit and compare it to a clothing store where the shop assistants go with the clothes of the establishment. One of the most apparent codes of conduct is that of Apple; look at what a store of yours is like, how its employees dress and also how they behave; that is a code of conduct.

Operating Procedures

By which the company operates. A company like Toyota follows the lean method to produce, while Adobe follows an Agile methodology to understand each other. Those production methods say a lot about them and also help define their organizational culture.

The Mission and Vision :

what are the objectives of the company? What position do you intend to occupy in the market? [What are the] contributions you intend to give to the world? Everyone has a long-term vision, a where they want to go, and that is essential.

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