CONCEPT

It is very gratifying to talk about Organizational Culture and Leadership for those who have experienced all the issues, actions, problems and successes we have achieved in organizations for many years. Come on:

Which is?

There are many ways to define organizational or business culture, but in the end it is the sum of beliefs, values, customs and rules that influence the climate and environment of an organization, that is, it is the mirror of the company.

The characteristics of the company's culture will be based on the reality of each one, on the individual experience and express what can be observed in their daily lives.

Types of culture:

The most famous model was created by the Irish philosopher specializing in organizational behavior Charles Handy, in the mid-twentieth century, where he defined:

1. Culture of Power

They focus leadership on a few people, those who are capable of influencing the entire organization. Usually centered on the company owner or CEO

Focused on achieving results, there are few rules, as what happens is said by those who have decision-making power.

This culture model tends to generate a lot of internal conflict, since decision-making power is centralized in a single individual.

2. Role Culture

It focuses on the roles performed by each individual within the organization. Power here is determined by the person's position in the organizational structure. Culture oriented by rules, positions and defined functions, generating a lack of flexibility in the execution of tasks, since each employee only performs what was assigned to him/her.

It is a culture where professionals are more accommodated and do not worry about their growth in the organization.

3. Culture of Tasks

Focus is on projects and power is in the hands of those who have the capacity to solve the problem, which can be a team formed for this purpose, or just an individual.

The difference lies in the professionals, who occupy the main role, assuming responsibilities and freedom to act creatively in search of solutions.

It usually has a positive influence on the company's organizational climate, as it values and gives freedom to its employees to give ideas and propose solutions, keeping them motivated.

4.Culture of People

The employee always comes first, regardless of the position he or she holds. The company highly values their work, team integration and the professional growth of each one.

There is an awareness that the company exists because people are there and are constantly encouraged and valued.

We can observe that there are companies that adopt policies not to destroy the environment, using natural products or taking care of waste, cosmetic companies that do not test on animals, those that adopt a liberal and differentiated dress code and some more famous models:

Google : Employee motivation is directly linked to the company's success. In this way, it always invests in well-being and motivational strategies for its employees

Starbucks: Focused on its company's culture based on environmental sustainability and community well-being

Netflix: pays a lot of attention to the ability of its employees to answer for their actions, take responsibility and coordinate their tasks in the way they think is correct and that meets the company's expectations. Reed Hastings, co-founder of the company, published in the linkedin “Netflix Culture: Freedom and Responsibility”.

Have we seen some types of existing organizational culture and what is your company's organizational culture?

Because it's important?

It guides the decisions, the paths to be followed and reflects the ethics and morals that the company has, differentiating good companies from extraordinary ones.

Where there is a strong organizational culture, there is alignment and guide the behavior of its employees, respecting the individual characteristics and respecting the positioning of each one, demonstrates the company's expectations in conducting its business and how it is perceived and how it treats its employees, customers and partners.

● It involves practices, policies and behaviors that will reflect the internal (endomarketing) and external culture that is the “core” of the organization. It creates an environment that promotes collaboration and sometimes healthy competition (in fact, competition should be in the market and not in the company), to achieve personal goals, but always seeking to achieve the company's goals.

● By promoting a healthier environment for employees, it generates greater productivity and they start to dedicate more time to the work they must develop internally.

Can you see a company that does not have a defined culture? And growing up, can each of your collaborators do what they want? What are the consequences of not defining an organizational culture? Some of them:

● Difficulty in selecting suitable professionals

Without the identity and its main characteristics, it is difficult to know which candidate would be best suited to work.

● Lack of alignment

A misalignment can mean working time spent on activities that are not in accordance with the organization's objectives and a reduction in its results and profits. Professionals focused on secondary tasks and not on main actions.

● Demotivation and lack of commitment of employees

Demotivation and lack of team commitment. Difficulty in understanding and focusing on the business vision. 

● Problems in communication and integration of members

Professionals end up acting in different ways, for not knowing the principles that should guide their professional activities.

Who is the creator and how does it happen?

Entrepreneurs, business owners, that is, the leadership of organizations. Like it or not, they all have a purpose and need to create an organizational culture, to be able to manage their companies, their teams and clarify how they want everyone to work and how they want to define their company to differentiate themselves in the market.

It is something that starts and grows from the first day of the company, representing what its partners and executives think, what they want to convey, how they want people to behave, how they want to communicate and share this purpose and the chosen values. The organization's culture is based on mission, vision and values.

Apple has an extraordinary culture model. Everyone who works there knows that they are always growing, they invest in leadership and understand that a leader guides and does not demand, they trust people, as they value their talents and open spaces for the entire team to shine.

Magazine Luiza, that even changing the command to Frederico Trajano and the digital transformation that took place, the culture continues with the values “Jeito Luiza de ser”. And, no wonder it has had an extraordinary growth in recent years, because deep down it is a culture that cares about people.

The organizational culture can be changed over time, but it will always depend on the strategies established by the CEOs and executives, that is, the company's leadership and will always show how it is working internally. There is a strategic Human Resources area that, with its contribution and that of the entire leadership, will certainly be the guardians of this culture so that its employees can get to know it and are engaged with the company's objectives and surpass the results.

In many situations, structuring a plan to identify the organizational culture will help the company to have better communication and alignment of all its employees with individual and collective needs.

Published on Garrett's Portal: https://portaldogarrett.com.br/columista-regina-steinas/