"Culture eats strategy for breakfast," Drucker said and we believe it. So many corporate cultures were challenged with the global pandemic and some were proven to be very positive for employees, customers, stakeholder engagement and business performance, while others may have suffered greatly as they had very little preparation and the inability to be agility, switching to a remote, digital workspace and environment. Although some may have had to overcome the technology obstacles, the issue we are addressing is the company culture defined as a set of shared values, goals, attitudes and practices that characterize an organization.
If you run your company as a place that trusts it employees to complete the work, on-time, on-budget with a mature delivery, then your company may have done quite well with the necessary adjustments. Actually, the company culture and dynamic may have evolved over the same time, as its existing values and mission were curated by participatory employees to make successes.
In a 2019 study, 18-34 year old's based in USA, UK, France and Spain who had decided to join an organization was based on 'culture over cash.' More than half ranked company culture as more important than compensation. Three-quarters of these adults in this age bracket were known to evaluate the company's culture before applying to an open position.
Organizational Cultural Assessment Instrument identifies two key polarities: 1) Internal focus and integration vs. external focus and differentiation 2) Flexibility and discretion vs. stability and control.
With four types of organizational structures 1. Clan: We’re all in this together 2. Adhocracy: Risk-taking and innovation 3. Market: Competition and growth 4. Hierarchy: Structure and stability
A report published by the University of Michigan investigated qualities of Organizational Cultures.
The organization with brand presence, which is clearly of essential importance and priority, caught attention of job seekers in this age bracket. Job seekers also align with the company culture through evaluation of the organization. Office dynamics become part of this culture and can shift with new hires, promotions and leadership. The company's consistent corporate communications, management training programs and actions are the keys to a successful and sustained cultural. For corporate culture identity and development support, contact Info@CentaurStrategies.net.