Culture 1

Culture

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Culture

Before dwelling on the topic of organizational culture, it is imperative to understand that

culture is not limited to organizations, rather it is the very basis of humanity, as without culture a

nation perishes, not to say about organizations. Culture is present in all aspects of our lives.

Reseach reveals that those organization who are amongst the Fortune 500 companies, have a

strong culture. Google, Yahoo, Apple, Coca Cola, Microsoft all these, and many more

companies excel in corporate culture, the bedrock of their shared values (Odell, A. M 2007).

Culture is shaped overtime based on the following principles:

Analysing the present culture is the first step, because it helps reveal the flaws on the part

of the management. This can be done through employees feedback and a formal survey or an

informal dialogue, so that necessary measures may be taken to fortify share values, one of which

is a dedication for the good of the entire organization. Many prestigious organizaitons have

identified their core values. Giving rewards to a employee who trly embodies the core values of

the organization, is another step, as it shows that the organization repects values and culture.

Business strategy should be aligned with company's culture, like Coca Cola, which is always

alive to environmental issues, which is part of a great organizational culture. Communication is

the key to succes in all what is done (Leskiw, S., & Singh P 2007). Regular meetings, conference

calls, personal interactions, all should be availed to communicate effectively to the employees

and stake holders, it is a shared responsibility. Community get togethers, like Coca Cola,

strengthens the sense of belonging, which is the best that can happen to an organization.
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There should be a strict code of conduct for the management also, and no employee

should feel stressed as this will hamper his performance. Google is said to be the best place to

work, because the workpool there is never stressed by the management. Lastly, the management

should not just kiss the polished resumes with impressive listing of qualifications, rather it

should look into the candidate's personality, values and work ethics. It should be made sure that

he or she promotes team work and deals with awkard situations (Edelman, A. J 2006). Obviously

through the use of competency model as a part of talent management goes a long way into

helping organizations to align employee's efforts with company's efforts. Accountability is a

must, whether the top management or the workforce, everyone should be made accountable in a

disciplined manner so that maladaptive behaviors are corrected and an organizational prevails.
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References

Edelman, A. J. (2006). Does your company culture drive away your best workers?

How to build trust, cooperation and teamwork. Supervision, 67(12), 12-14.

Leskiw, S., & Singh P. (2007). Leadership development: Learning from best practices.

Leadership OrganizationDevelopment Journal, 28(5), 444-464

Odell, A. M. (2007). Working for the Earth: Green companies and green jobs

attract employees Retrieved March 17th, 2013, from: www.SocialFunds.com