The Cultural values they are your ideas about what is good, right, fair, and fair. Sociologists disagree, however, on how to conceptualize values. Conflict theory focuses on how values differ between groups within a culture, while functionalism focuses on shared values within a culture.
Other sociologists have proposed a common core of American values, including achievement, material success, problem solving, dependence on science and technology, democracy, patriotism, charity, freedom, equality and justice, individualism and responsibility. Your culture impacts everything from performance to how your company is perceived in the media. This article explains the reasons why your organization needs to do a conscience analysis.
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In this article you will find:
Why does it matter that cultural values are one way and not another?
Turns out it matters a lot. The organizational cultureHe is very important to the success and overall health of your business, your people, and your customers. So it helps to take time to consider why your company culture is the way it is and why it is important that it remains that way or changes.
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Define the internal and external identity of your company
This is a reflection action: write on a piece of paper five attributes that best describe the Cultural Values of your organization. You can write something like "great work-life balance" or "lots of meetings" or maybe "headed for the team."
Now, take a few minutes to think about why each of those attributes is important to your particular organization. Why is it important for your company to have a good work-life balance? What makes these cultural attributes valuable to your people and your customers?
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In other words, your organizational culture will impact every aspect of your business because it represents the way you do business. It is both your identity and your image, which means that it determines how your people and customers perceive you.
Organizational culture consists of living the fundamental values of your company
Your culture may be a reflection or betrayal of your company's core values. The ways you conduct business, manage workflow, interact as a team, and treat your customers are adds to an experience that should represent who you are as an organization and how you think an organization should be managed business. In short, your culture is the sum of your company's beliefs in action. But if your Cultural Values don't match your culture, that's a problem. It could mean that your core values they are a list of nonsense buzzwords, and your people know it.
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Cultural Values can transform employees into advocates or critics
One of the greatest advantages of a strong organizational culture is that it has the power to turn employees into advocates. Your people want more than a steady salary and good benefits. They want to feel that what they do matters. And when your people feel it is important, they are more likely to become advocates of the culture, that is, people who not only contribute to the culture of their organization, but also promote it and live it internally and externally.
How do you do this? One way is to acknowledge good work. A culture that celebrates individual and team successes, that gives credit when credit is due, is a culture that offers a sense of accomplishment. And that's one way to turn employees into advocates.
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A strong organizational culture helps you keep your best people
It should come as no surprise that employees who feel like they are part of a community, rather than a cog in a wheel, are more likely to stay with your company. In fact, that is what most job seekers are looking for in a company.
Ask any high performer what keeps them in your company and you are bound to hear this answer. People is because one work culture people-centered has a deep appeal. It helps improve engagement, provides a unique experience for employees, and makes your people feel more connected.
A well-functioning culture helps with onboarding
Organizational culture also has the potential to act as an aligning force in your company. This is particularly the case with new hires who, most of the time, have given a little thought to the type of culture they are entering. The culture in your organization is essentially a guiding force for them, so it's important that you start with onboarding.
