The act of having a well-established and felt organizational culture

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There are three different levels of authority: high – here there is a clear structure, people work in official channels and know exactly who they have to report to; moderate – there is a structure, but it is not so rigorous and people can choose to chat outside the official channels; low – there is little structure, job descriptions are not well defined and people may challenge authority. The degree of urgency The degree of urgency defines how quickly a company wants to deliver results and innovate. Some companies choose the degree of urgency, and in the case of others it is given by the market sector in which they operate (eg: the technological industry). A culture with a high degree of urgency will prioritize efficiency, productivity and need things and employees to move extremely quickly.

An organizational culture with a low degree of urgency will be more Phone Number Data methodical and follow procedures better, paying attention to every decision. People or task orientation Organizations tend to choose between task and results orientation or people and team orientation. Depending on this choice, the company will put tasks or people first, and this will influence the degree of retention, the speed of delivery of materials and the management style. Functional orientation Each organization emphasizes certain functions. Some will want to focus on marketing, others on logistics, sales or development. It strictly depends on the style of the company and its short, medium and long term goals which departments will be given more emphasis. Organizational subcultures Organizations, in addition to the big culture, also have different subcultures. They can exist across departments and support organizational culture or cause problems. If the marketing department in a particular country where your company operates decides to apply different values ​​and behaviors, this can harm the company by showing a lack of a unified whole.






The advantages of an organizational culture The act of having a well-established and felt organizational culture within the company can come with many advantages. We list some of them below: improve the recruitment process – people will know about you and your company, and if they resonate with the organization, they will make the recruitment process easier by showing interest themselves; lowers employee turnover – if they know their work matters and the company does exactly what it lists in the culture, employees will be more satisfied. you will have employees more involved in processes – when you know your opinion matters, you will make it public. increase brand identity – the way you communicate your organizational culture can place you as a trusted brand in the eyes of consumers, whether we're talking about customers or potential employees; improves employee performance – if employees resonate with the organization and know they are part of it, they will be more proactive, engaged and productive.