Essentially any group that has been cohesive and active
for some time, say more that two years, has developed a uniqueness, which can
be identified as a “culture” – a company culture. Even by doing nothing overtly to create and
nurture a company culture, it evolves on its own. The foremost values of the dominant personalities prevail. And in doing so, these values define that
specific culture.
The culture assumes the composite values of the people who
make up the company. In the long-run,
everything in a given culture boils down to the values the group believes in,
sometimes referred to as “shared values.”
These can include:
- interest in the work-life balance of the employees,
- commitment to the health and wellness of the employees,
- active, ongoing interest in community betterment (especially ecology),
- firm commitment to employee involvement in the functioning of the group, and
- consistent fostering of trust and autonomy.
It is possible to shape the behaviors of individuals in
a company, thereby changing the culture.
Some practices employers and employees can engage in to add to the
existing culture include:
What else should be considered in terms of creating an
effective work culture? Has your
company articulated or documented what it understands to be its unique culture? If so, would you consider sharing that
document?- fostering individual resilience,
- practicing participation in the ongoing shaping of the culture,
- encouraging self-expression,
- having the passion for staying engaged, and
- contributing something.
