Organisational Culture

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Organisational Culture

The Benefits of a Positive Organisational Culture

17%

  Increased productivity 

- Gallup

40%

      Fewer quality defects

- Gallup

21%

  Increased profitability  

- Gallup

41%

  Reduced absenteeism 

- Gallup

28%

           Less shrinkage

- Gallup

70%

 Fewer Safety Incidents

- Gallup

It’s fair to say we all recognise the importance of organisational culture. Not simply in terms of employee wellbeing, but also in terms of cultural influence on organisational performance. But how many of us really understand how culture develops and evolves?

Organisational culture is far more than espousing worthy mantras. It’s far more than insisting on the unquestioning adoption of company endorsed values, beliefs, and behaviours. It’s far more than simply telling people how great they are. It’s far more than morale boosting events. Indeed, it’s interesting how often morale and culture are unwittingly confused or conflated. Helping people feel better about what they are doing, is not the same as helping them to be better at what they are doing.

In essence, culture is a manifestation of how people relate to each other. In the organisational context this essentially boils down to trust. Having said that, it is not, of course, quite so straightforward.

Why? Because organisational cultures are not homogenous entities. They are complex, multi-layered constructs of groups and subgroups, each with their own leaders, each with their own subcultures with beliefs, values, and objectives (which may or may not consistently align with those of other subcultures), and each with the potential to be an influencer of, or influenced by, other subcultures.

 

We understand how cultures evolve and we know how to develop positive Organisational Cultures.