Quote: "Edgar Schein, a leading researcher in this field, defined 'organizational culture' as comprising a number of features, including a shared 'pattern of basic assumptions' which group members have acquired over time as they learn to successfully cope with internal and external organizationally relevant problems."
The shared values, beliefs, and attitudes of an organization that influence employee health, wellbeing, and job satisfaction, with an emphasis on communication, recognition, and support.
Ergonomics principles: These are design principles that aim to create a safe, comfortable and efficient work environment by matching the workplace, equipment and tasks to the worker.
Workstation design: This includes the design of chairs, desks, monitors, keyboards, and other equipment in a workplace that can affect employee comfort and productivity.
Posture and body mechanics: This refers to the way employees sit or stand while performing their work and the impact it has on their health and productivity.
Physical hazards: These are risks that may occur in the workplace, such as repetitive strain injuries, back pain, vision problems, and musculoskeletal disorders.
Work-related stress: This is stress that employees experience due to their work environment, workload, relationships with colleagues, and other factors that affect their mental and physical health.
Communication: Effective communication between employees and employers is essential for building a positive work culture.
Training and development: This is the process of providing employees with the knowledge, skills and abilities they need to perform their job effectively and safely.
Workplace policies and procedures: These are rules and policies that guide the behavior of all employees and set expectations for appropriate conduct in the workplace.
Diversity and inclusion: This refers to the practice of creating a workplace that values differences and promotes a culture of respect, understanding, and inclusion.
Employee recognition and motivation: This involves recognizing and rewarding employees for their performance and achievements to keep them motivated and engaged.
Leadership and management: The role of leadership and management in promoting workplace culture cannot be overemphasized.
Workplace safety and security: This refers to measures put in place to ensure that employees are safe from physical and emotional harm in the workplace.
Work-life balance: This is the practice of achieving a balance between work and personal life to promote physical and emotional wellbeing.
Remote work and flexible working arrangements: With the rise of remote work, this topic has become increasingly relevant, and it involves creating a culture that supports employees to work from home or other locations effectively.
Workplace wellness: This involves promoting healthy living among employees by creating a culture that supports healthy lifestyles and work practices.
Organizational culture: This includes the beliefs, values, and behaviors that shape how employees interact with each other and the workplace.
Conflict resolution: This refers to the process of resolving conflicts between employees, departments or other stakeholders in the workplace.
Ethics and compliance: This involves promoting ethical behavior and compliance with legal, regulatory and organizational guidelines in the workplace.
Employee engagement and satisfaction: The experience of employees and their level of engagement and satisfaction can impact workplace culture positively or negatively.
Performance management: This is the process of evaluating and managing employee performance to achieve organizational goals and objectives.
Hierarchy Culture: This culture values structure, rules, and order. Chain of command and following protocols are central values.
Clan Culture: This culture places importance on employee relationships, collaboration, teamwork, and mutual respect.
Adhocracy Culture: This culture values creativity, innovation, and adapting to change quickly. Employees are encouraged to take risks and think outside the box.
Market Culture: This culture focuses on results, competition, and revenue. Success is measured against goals, and performance leads to rewards and recognition.
Bureaucratic Culture: This culture values strict adherence to rules, policies, and procedures.Decision-making process is slow but methodical, routine and standardized.
Entrepreneurial Culture: This culture values taking risks and being flexible. The focus is on growth and expansion, and entrepreneurial employees are valued.
Collaborative Culture: This culture values communication and collaboration among employees. Employee contribution and community involvement are important.
Trust Culture: This culture values transparency and honesty in decision-making. Employees are trusted to make decisions and to do what’s best for the organization.
Innovation Culture: This culture values creativity and innovation. The focus is on developing new products or services that solve problems, meet needs, or improve processes.
Quote: "Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory."
Quote: "The study concerned itself with the description, analysis, and development of corporate group behaviors."
Quote: "Ravasi and Schultz (2006) characterize organizational culture as a set of shared assumptions that guide behaviors."
Quote: "Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders."
Quote: "Organizational culture may affect how much employees identify with an organization."
Quote: "Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures."
Quote: "Flamholtz and Randle (2011) suggest that one can view organizational culture as 'corporate personality'."
Quote: "Organizational culture represents the collective values, beliefs, and principles of organizational members."
Quote: "Factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture."
Quote: "The organizational culture influences the way people interact, the context within which knowledge is created."
Quote: "The organizational culture influences... the resistance they will have towards certain changes."
Quote: "Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs, and habits."
Quote: "Gallup finds that just 22% of U.S. employees feel connected to their organization's culture."
Quote: "Group members have acquired [organizational culture] over time."
Quote: "The pattern of such collective behaviors and assumptions [of organizational culture] that are taught to new organizational members as a way of perceiving and even thinking and feeling."
Quote: "In larger organizations, there are sometimes co-existing or conflicting subcultures because each subculture is linked to a different management team."
Quote: "The values, beliefs, and norms [of organizational culture] influence the behavior of people as members of an organization."
Quote: "Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders."
Quote: "Factors such as... national culture" can influence organizational culture.