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company culture

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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
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