What are employees looking for in their jobs? If you think it’s solely about money, you might be mistaken. It’s actually the purpose that they are seeking. Is that so?
Indeed, a significant 91% of managers believe that a candidate’s alignment with the company’s culture is more crucial than their specific skills and qualifications.
So, let’s explore this question further and unravel the enigma surrounding it.
Just as each person has individual traits, quirks, and attitudes that set them apart, each organization has its own unique identity.
Let us dive deeper into understanding the concept of Elements of Culture:
Leaders’ actions and management styles set the tone for everyone else in the organisation to follow in their footsteps. When leaders embody the culture and principles themselves, employees also recognize their importance.
Symbols and Artefacts
They serve as visual clues for the organisation, such as logos, office design, dress code, and the physical mood of the office. They also help employees feel welcome and create a sense of belonging.
Before understanding the types of Organisational culture, it is important to understand the term “Organisational Culture”
In simpler terms, organizational culture is a palpable influence that shapes how employees collaborate, make choices, and work together to accomplish the organization’s objectives.
The various types of Organisational culture are:
Organizational Culture Types
While there are numerous disagreements about the various forms of organisational culture, the Harrison Model (1993) specifies four key aspects or types, which are explored below:
- Culture of Power -The structure of the organization is hierarchical, with a central figure surrounded by subordinates. It prioritizes authority, sensible methods, and work division.
- Culture of Role – It places a high value on pre-existing structures and procedures. The primary components are job descriptions, specialization, and a hierarchical chain of command. Rules govern crucial decisions, and official positions confer authority.
- Culture of Achievement – It emphasizes teamwork, adaptability, and creativity over hierarchical roles and focuses on job accomplishment rather than hierarchical positions. It is best suited to organizations that operate in a volatile environment. It aims to bring like-minded people together to focus on a single goal at the same time.
- Culture of Support – It is founded on mutual trust among employees and the organisation. It has a low level of formalization and centralization. People-oriented organisations, follow it, and employee well-being is prioritized.
What is meant by Culture’s Components
Culture can be divided into several components; these are the aspects that form the foundation of an organization’s fundamental identity and brand image. The following are the essential components:
- Beliefs and Values
They are the organising forces that guide decision-making, behaviour, and employee interactions. This demonstrates the organization’s values and areas of concentration.
- Practises and Standards
Unwritten norms that regulate employee behavior within the organisation. It can refer to various communication techniques, work ethics, timeliness, work style, etc. Employees’ real behaviors are referred to as practices.