Why Culture Matters?
By: Momen GHOLA
Tuesday, October 22, 2013 http://gholamomen.blogspot.com/2013/10/why-culture-matters.html Culture is critical to organizational success and HR leaders have a strong role to play in fostering a healthy culture, in this paper we will explore the implications of culture, why culture should be shaped, how it is shaped, who owns and leads the culture and how to measure a culture.
Culture is critical to organizational success and HR leaders have a strong role to play in fostering a healthy culture
We spend 40 . . . or 45 . . . or even 50 . . . or more hours at work each week. Many of us spend more time with those we work with than we do our families. For us to be content and fulfilled people, that time must be valuable for more than a dollar.
We want to be engaged in our work. We yearn for work that is enjoyable, meaningful and engaging. When we are engaged we are safer on the job, more productive and more willing and able to delight Customers. It is for these basic reasons that organizational culture matters. It is the right thing for an organization to do ‐ to think about the work environment, working relationships and “how we do things here.” Focusing on building and sustaining an organizational culture is one way of showing that people are the organization’s most valuable asset.
There are of course many other bottom line business reasons to focus on and shape or build organizational culture. Here are seven of those reasons.
1.A strong culture is a talent‐attractor. The organizational culture is part of the package that prospective employees look at when assessing the organization. Gone are the days of selecting the person you want from a large eager pool. The talent market is tighter and those looking for a new organization are more selective than ever. The best people want more than a salary and good benefits. They want an environment they can enjoy and succeed in.
2.A strong culture is talent‐retainer. How likely are people to
Tuesday, October 22, 2013 http://gholamomen.blogspot.com/2013/10/why-culture-matters.html Culture is critical to organizational success and HR leaders have a strong role to play in fostering a healthy culture, in this paper we will explore the implications of culture, why culture should be shaped, how it is shaped, who owns and leads the culture and how to measure a culture.
Culture is critical to organizational success and HR leaders have a strong role to play in fostering a healthy culture
We spend 40 . . . or 45 . . . or even 50 . . . or more hours at work each week. Many of us spend more time with those we work with than we do our families. For us to be content and fulfilled people, that time must be valuable for more than a dollar.
We want to be engaged in our work. We yearn for work that is enjoyable, meaningful and engaging. When we are engaged we are safer on the job, more productive and more willing and able to delight Customers. It is for these basic reasons that organizational culture matters. It is the right thing for an organization to do ‐ to think about the work environment, working relationships and “how we do things here.” Focusing on building and sustaining an organizational culture is one way of showing that people are the organization’s most valuable asset.
There are of course many other bottom line business reasons to focus on and shape or build organizational culture. Here are seven of those reasons.
1.A strong culture is a talent‐attractor. The organizational culture is part of the package that prospective employees look at when assessing the organization. Gone are the days of selecting the person you want from a large eager pool. The talent market is tighter and those looking for a new organization are more selective than ever. The best people want more than a salary and good benefits. They want an environment they can enjoy and succeed in.
2.A strong culture is talent‐retainer. How likely are people to