A strong organizational culture in a company seeks to motivate employees, stand out in the market and differentiate itself from competitors.
Believing in and identifying with the company is essential for employees. This is how they commit to the organization’s goals, contribute to strategic planning and enjoy their work. This affinity with the company’s values ensures the expected results and the achievement of goals.
All of this is part of the organizational culture. This set of practices influences everything from employee selection to goal setting.
What is organizational culture?
First, let’s understand the concept of culture. Culture involves everything that a group of people shares. It can be a set of beliefs, values, behaviors, habits and even knowledge of a social group.
Thus, organizational culture, also known as business or corporate culture, comprises the values shared by employees. These terms indicate the set of habits defined by the norms, values and attitudes shared in the workplace.
These elements determine how the business operates. They are the basis for the company and the guide for decision-making and behavior in all sectors. This is know the ideal percentage & formula because the culture must be recognized by employees and also by the external public, dictating how relationships work inside and outside the corporation.
This makes the company stand out from other organizations in the job market. It also represents the perceptions of leadership and employees, portraying unwritten rules that guide behavior. In other words, it reflects the way of thinking within the company in actions.
This culture is responsible for directing all employees and managers towards the company’s mission, vision and values. Thus, it aligns with aspects such as planning, organization and control of the company. All of this is part of the organizational culture.
Types of organizational culture
Organizational culture needs to be aligned with the reality of the business and the established goals. Therefore, to achieve this with excellence, it is starbucks went bankrupt? necessary to know the different types and analyze which is best to apply in the company.
In this process, it is important to remember that there are no right or wrong proposals, but rather strong or weak ones depending on the actions taken. Companies with a strong culture are able to develop strategies more effectively, which results in a greater chance of success.
The four most clean email well-known types of organizational culture are people culture, power culture, role culture, and task culture. Learn the specifics of each of them.
People culture
Also known as personal, this type of organizational culture values people as the most valuable asset in a company. Thus, the structures are horizontal and the relationships between employees, customers and society are the most important points. There is also great attention to the way of conducting business, based on the humanization of processes.
Culture of power
In this type of organizational culture, decisions are centered on leadership. More common in small companies, the owner is a strong figure who performs several functions, being very influential.
It has a well-defined hierarchy and clear functions. However, the culture of power often limits the development of the company and its employees, as management delegates few actions to the team.
Role culture
Focused on the roles played by company members, it has a well-defined hierarchy and little flexibility in terms of tasks. This organizational culture model determines what employees must do and the rules are important in the process. Thus, it ends up affecting the company’s growth by giving little room for development as a whole, based on innovation and change.
Task culture
The basis of this organizational culture model is everyone’s commitment to the company’s goals. The focus is on strengthening teams that specialize in specific demands so that the business as a whole can achieve its established objectives.