Organizational culture: what it is and how your company can build it

The predominant organizational culture in a company determines how people tend to think and act in situations. As a result, it also influences the group's behavioral expectations of its members.

When a behavior is part of the culture, it is exercised naturally, because "that's the way things are". For this reason, the greater the adherence between strategy and culture, the less need there is to formalize rules and controls to lead the company towards its objectives.

In this content, we cover key points for changing or strengthening a corporate culture. Discover good practices to implement in your company and achieve significant results!

After all, what is organizational culture?

Organizational culture encompasses the values and behaviours disseminated and expected by the people who work in companies. It means that the organization has a personality or a way of being that sets it apart from other companies.

In "Organizational Behavior" (11th ed.), Stephen P. Robbins points out that companies can vary to a greater or lesser degree in relation to cultural characteristics:

• innovation and risk acceptance;
• attention to detail;
• results-oriented;
• people orientation;
• orientation for the team;
• aggression;
• stability.

The compatibility between this way of being and the employee's personality affects staff turnover. A strong culture influences whether people feel comfortable or uncomfortable in the environment, as well as their levels of acceptance in teams.

What are the types of organizational cultures?

Organizational cultures can be more adaptive or conservative in the face of change. Likewise, they can be strong or weak depending on their ability to take root in people's mentality and behavior.

Culture of power

A power culture is characterized by excessive centralization. A single person dictates how the rest of the company will behave, determining organizational behaviour.

People culture

People cultures prioritize human relationships as the company's driving force. Companies with this profile are attentive to well-being, motivation, organizational climate and flexibility, seeking to get the best out of human capital.

Role culture

The role culture is based on people's function in the business system. There is clarity about powers and responsibilities, and everyone is responsible for doing what is within their sphere of competence.

Task culture

Task cultures value delivery, problem-solving and results. People tend to have more autonomy and openness to creativity. Teams are more accountable for success or failure, rather than for the methods and practices they have adopted throughout the process.

How to build a good organizational culture in your company

A good culture is adapted to the environment in which the company operates. It also generates competitive advantages and keeps the organization within ethical standards of conduct.

Define your mission, vision and values

The starting point is to establish the principles that will guide the construction of the company's culture. We need to think about the mission, vision and values, as well as the identity by which the company wants to be recognized by consumers, employees, suppliers and other stakeholders.

Adjust selection processes

Selection processes need to be open to people with the characteristics desired in the teams. This oxygenation helps the company to change its way of being little by little.

Pay attention to team socialization

The way people are received and absorbed has an impact on the development of the culture. Rituals, stories, communications and other strategies need to have a clear definition of which values will be reinforced and which will be stripped away.

Teach the company culture

An effective way of conveying company culture is to follow the four tips defined by Stephen P. Robbins:

History

Address the events that were relevant to the formation of the company's values, mission and vision, taking into account the history of the organization.

Rituals

Establish repeated behaviors that serve to reinforce cultural elements.

Material symbols

Prepare changes in the organization that are visible to everyone and affirm the desired values.

Language

Create terms and expressions to constantly reinforce concepts and values.

Reward desired behaviors

Feedback is an important component for incorporating new behaviors and beliefs. For example, if you want to improve customer care, promote more innovation in the business or encourage training, one way is to establish incentive programs that reinforce these choices as a path to success in the company.

The importance of a good organizational culture

A strong, ethical and positive culture - adapted to the company's external environment - is a competitive advantage. According to Stephen P. Robbins, there are many different roles:

• creates distinctions between one organization and the others;
• gives a sense of identity to the members of the organization;
• helps with commitment to something greater than individual interests;
• stimulates the stability of the social system;
• helps keep the organization together by providing standards for employee behavior;
• functions as a signpost of meaning and a control mechanism that guides people's attitudes and behavior.

Today, it is important that this culture takes people into account in business processes. The set of skills and experiences that make up the organization's human capital is a key aspect. It is people who deal with the challenges of change, developing new ways of doing things and keeping the company adapted to the business environment.

We need to be able to get the best out of everyone, promoting well-being, health and motivation at work. In this way, we build an organizational culture capable of promoting sustainable growth and achieving greater profitability in the long term.

Now that you know the role of organizational culture, complement your reading with the article "Importance of organizational health and metrics to evaluateit" and understand how people's well-being affects your company's results!

Image credit: Freepik.