COMPANY CULTURE PRESENTED BY: EL OMARI MAJDA 2019-2020 WHERE ARE WE HEADING ? o Introduction o Definition o Types of company culture o Benefits of good culture o Strategy o Conclusion INTRODUCTION Structure Strategy Systems Skills Shared values Staff DEFINITION Company culture can more simply be described as the shared ethos of an organization. It’s the way people feel about the work they do, the values they believe in, where they see the company going and what they’re doing to get it there. Collectively, these traits represent the personality — or culture — of an organization. Company culture is the personality of a company. It defines the environment in which employees work. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals. DEFINITION Stanley M. Davis, said corporate culture is the pattern of shared beliefs and values which gives a meaning for the members of an institution, and provide them with the behavior rules in their organization. Davis furthers explained that each and every organization will have its personal word or phrase to understand what it means by culture which some of that are being, core, ethos, identity, ideology, manner, patterns, philosophy, purpose, roots, spirit, style, vision and way. TYPES OF COMPANY CULTURE Team-first corporate culture • As the name implies, a team-first corporate culture is one in which team bonding and cross-department collaboration is considered top priority.In a team-first corporate culture, you're likely to find both formal and informal events planned to encourage strong employee relationships, including regular team outings or afterwork drinks. Elite corporate culture • You'll want to consider companies like Google or Facebook when you think of an elite corporate culture, which is a culture in which innovation and forwardthinking are not only encouraged, but expected. An elite corporate culture hires only the best, and values fast growth -- ultimately, the employees of an elite corporate culture aim to become the trailblazers in their industry. Hierarchy/Traditional Corporate Culture • In a hierarchical or traditional corporate culture, you'll find the bottom-line is always highest priority meaning a company with a traditional corporate culture likely makes risk-averse and data-driven decisions, and typically doesn't take too many risks. A traditional corporate culture likely enforces a dress code, and has a clearly defined hierarchy. Additionally, a more traditional culture has an established practice, which makes it difficult to implement new technology. TYPES OF COMPANY CULTURE Horizontal Corporate Culture • A horizontal corporate culture is typically more popular with small start-ups as the name implies, it's a culture in which everyone pitches in and collaboration is critical. Since the company is typically young, a horizontal corporate culture is flexible in nature and encourages employees to use market research to refine their strategy. Clan Culture • clan culture refers to a company with a "family-like" atmosphere. Typically popular with smaller companies and startups, clan culture suggests a high level of employee engagement and collaboration, and a strong emphasis placed on teamwork. Additionally, with clan culture there's typically fewer levels of management between employees and leadership -- which means communication tends to be more informal and candid. BENEFITS OF GOOD CULTURE Increased Performance Satisfaction Commitment to Company Reduced Stress Reduced Attrition STRATEGY Establish company core values Set company culture goals • “Be bold.” This is the first of Facebook’s five stated core values, and it’s easy to see it in everything the company does. Facebook is not afraid to tackle big projects and push the limits, and while this sometimes backfires, it certainly helps the company attract and retain like minded people. • “Be your own customer.” Squarespace has no problem living up to its proclaimed customer-centricity. Squarespace is built on its own platform, so the company has a vested interest in developing the best product possible. • “We do the right thing. Period.” A very public leadership shakeup led to new corporate values for rideshare giant Uber, and this is perhaps the most interesting of them. The very act of parting with its former CEO, not to mention several other key executives, proved the company’s willingness to stick to its principles. • Every business has a goal, we’re talking about the fundamental idea behind your company. The reason it was founded in the first place. How you communicate that goal has a big impact on company culture. Consider the following examples: • Airbnb - “Create a world that inspires human connection” • Google- “Build for everyone” • Zappos- “Live to deliver wow” Strategy Involve your entire team Follow company culture best practices • A few proactive steps can help to ensure attitudes and productivity remain high: • Make sure to demonstrate appreciation for everything your team does. Everyone is busy, and it can be easy to overlook the small things, but a little appreciation goes a long way. • Find out what motivates your employees and provide them with the opportunities they’re looking for. Providing your team with opportunities to pursue what motivates them can keep employees engaged and attitudes healthy. • Even the best employees need help from time to time, so make sure you’re offering plenty of support. Whether it’s professional or personal, proving that you’re there for your team when they need you is one of the most important things a leader can do. • Like attitudes, a company’s practices are where the cultural rubber meets the road. An environment that permits people to get away with behavior not in alignment with the company’s culture will breed subpar performance among weaker employees and discontent among stronger employees. Fortunately, there are plenty of steps you can take to avoid this problem: • Start by setting an example. Simply put, the easiest way to ensure your employees’ practices align with expectations is to ensure they see their leaders embody those practices every day. • Reinforce the type of behavior you want to see. We’re not talking financial rewards here, either. Simply recognizing employees that live up to the company’s culture can have a huge impact on behavior (and culture). • Make sure to provide plenty of feedback. You can’t expect employees to modify their behavior if they aren’t aware there’s an issue. CONCLUSION The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. Thank you for your attention
