Company culture impacts every part of a business and it is one of the major factors that drives employee performance, retention, or turnover. More often than not, the culture of a company mirrors the organization’s core values and is a reflection of its leadership. In principle, a company’s success usually depends on what type of culture they possess and it is just as important as its business strategy.
What is Company Culture?
Culture refers to the attitudes and behaviors of a business, from its executive leaders down to their rank-and-file employees.
There are a lot of benefits to a strong and positive company culture: an organization’s identity and reputation are improved, employees are happier and more productive, and they are also likely to want to stay at the company for longer. Companies are also able to perform better and acquire talent easier. Find out about the type of culture your company has and how to identify a company’s culture.
Identifying Your Company’s Culture
Knowing what type of company culture you want to belong in helps in narrowing down your choices when looking for a job or figuring out whether you want to stay with your current workplace for long. Research by Robert Quinn and Kim Cameron of the University of Michigan looked into the qualities of what makes an effective business. The Organizational Culture Assessment Instrument (OCAI) based on the Competing Values Framework identified four types of organizational culture based on the following elements: collaboration, creation, control, and competition. Most companies, if not all, display a combination of at least two of these workplace typologies identified below.
The Clan Culture (Collaboration)
Collaboration and friendly communication are major elements in this people-oriented type of workplace culture. Generally described as the ‘one, big family’ type of working environment, employees thrive on teamwork and mentorship and are allowed flexibility and openness which is said to boost engagement, productivity, and morale. Clan culture is very common among start-ups and smaller companies where leaders make team-building a priority.
The Adhocracy Culture (Create)
Adhocracy is all about creation, innovation, and “getting the job done”. Often seen in tech and entrepreneurial companies like Google and Apple, employees are encouraged to take initiative on projects to create the next big thing. Leaders and employees alike are pushed to explore their creativity, become risk takers, and easily adaptable to change.
The Hierarchy Culture (Control)
Described as the most conservative and traditional of all workplace cultures, companies that fall under the hierarchy culture are all about structure, efficiency, and control. “Doing things right” is the crucial motto, to ensure the organization runs smoothly through rules, policies, and roles. Hierarchy culture companies are also risk averse – decisions are made carefully to cater to the company’s main objectives and logically to prevent error. Such culture can be found in old-school organizations like large financial institutions mostly focused on day-to-day operations.
The Market Culture (Competition)
Competitive and cut-throat, the objective of market culture is “playing to win”. Companies focus on customer satisfaction, profitability, and beating the competition. Organizations under this culture often display a fast-paced and high-pressure environment with a wider focus on measurable external success. Leaders display demanding and commanding attitudes and employees are expected to be swift decision makers to bring forth immediate solutions and deliver results.
So how does one assess what culture their company falls on? Doing research is always the perfect first step. A quick look into a company’s website about its core values and objectives can give job hunters an idea of what to expect. After all, workplace culture often mirrors a company’s core values, mission, and vision. Asking the right questions during the interview process — perhaps about company policies, practices, management structure, and workplace environment — can also provide a glimpse into the interviewer’s first-hand experience with the company. Observing the behavior and interactions of leaders and employees also determines a company’s climate and level of openness.
While company culture can be deliberately cultivated, it is also never permanent. Culture can be shaped and influenced by management practices and possibly, corporate decisions down the line. But establishing and maintaining a positive culture is a continuous process and challenge for all organizations to ensure satisfaction in both internal and external groups.
Here at Omni, we believe in making a difference and creating an impact and we also advocate for a culture that promotes fairness, equality and growth, for the betterment of the company, our people, and our clients. Because of this, we have partnered with Workbean to showcase our company’s journey. Find out more about us on: https://www.workbean.co/company/omni_channel_solutions
Source: About The Organizational Culture Assessment Instrument (OCAI), OCAI Online
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