When variables like organizational culture and values are in line with one another, they have a positive impact on the company and its members. Both seek cohesion between the company and its employees through motivation, loyalty and efficiency.
In earlier blog posts, we said that organizational culture is made up of the differing views of members, its image, reputation, and the symbols that represent it; values that help employees identify with the company, in turn improving retention.
Without a doubt, an organization’s culture can be used as a strategic tool for success, because it influences how the company conveys its objectives.
Discover how to create your company’s culture
Organizational culture and values
On the other hand, organizational culture can be defined as the common values, beliefs and norms that a company shares. We are talking about a process of awareness through communication and interaction. Depending on how values are reinforced and monitored, a culture could be weak or strong.
In this sense, the leader’s role in building organizational culture is vital as, in this case, their role is to instil in their people the principles and objectives on which the organization was built.
When organizational values are shared, they directly affect employee performance, specifically with regards to their commitment, sense of belonging, active listening and direct connection with achievements.
Knowing what culture and values define an organization’s philosophy allows for implementation of strategies that serve to create a link between the organization and its employees. The more committed members are to the company, the stronger its organizational cultural can become, which fosters conduct that is more in line with what the company requires or needs.