An organisation’s culture is responsible for the ultimate success of a business. Championing the unique values, practices, and assumptions held by an organisation, enables it to have a strong company culture. Successful organisations embody fortified organisational culture combined with clear and effective implementation of strategy and business structure. Culture also contributes to the business revenue. If the culture in a company is not maintained, it will impact the operations of the business. According to the published Journal of Organizational Behaviour (2017), “the fastest-growing companies have extremely adaptive and flexible cultures that work as their competitive edge, unlike companies with tight and unestablished cultures”.
Culture in an organisation is closely related to the ideas referred to as communication, recognition, and action. Having an ineffective culture defies these three strategies that are key factors of the success of a business and its people. Poor organisational cultures are caused by factors not limited to having a place where poor communication exists, focusing more on profit instead of its employees, and doing micromanagement.
Defying communication or creating an environment where communication is poor leads to the disengagement of the workforce resulting in poor customer relations. When a company does not satisfy the needs of its partners and customers, it not only disappoints them but also fails to stay true to its commitment of providing total satisfaction and adding value to its stakeholders.
If communication is bad among team members, the culture of appreciation will not prosper. Human resource plays a fundamental role in building the organisation’s culture. Having a pool of skilful talents whose philosophies are aligned to the values of the organisation provides a positive impact on the business’ goals. However, if the workforce is challenged by a rigid culture, the company faces the possibility of high employee turnover and lower profits. This can happen if members of an organisation become unmotivated.
Organisations without culture also suffer from instability. One of the main qualities of an organisation with exemplary organisational culture is stability. Culture of stability pertains to the security of the employees and partners. When employees are guaranteed that they are safe and secure in the hands of the organisation, they start to care about the results and thrive for a common purpose and long-term success of the business. On the other hand, failing to secure your people results in imbalance. This imbalance negatively influences your performance in the competitive market, affecting your ranking and credibility in the long run.
Culture plays a big role in influencing how an organisation corresponds to the demands and needs of everyone in the outside world. Strong company culture determines the performance of businesses, regardless of the industry. The organisations that were able to fortify their culture have the highest potential to thrive and claim the torch of success than those that do not invest in building their culture.
Every action has its consequence. Do not let your organisation suffer the consequences of not fostering a good culture. Start adopting your own distinct organisational culture and ensure high performance and strong commitment from your team members. With the trust and commitment of your people, achieving fast growth, continuous improvement, and a high rate of profitability is more than possible.
