Workplace culture greatly affects employee happiness and productivity. Management, organizational attitude, and colleagues can drive changes in culture. Personal characteristics should align with potential employers for the best fit.
When entering the workforce, a person may be surprised by the behavioral requirements that exist, depending on their employer. These aspects of workplace culture can greatly influence an employee’s happiness, productivity, and overall success. An organization’s culture and overall vibe can therefore make or break the career experience, which is why it’s important to be aware of the many factors that create changes in organizational culture. Among these driving forces behind changes in organizational culture are management, organizational attitude, and colleagues.
Managers are responsible for supervising an organization’s employees and serve to improve the efficiency of a company to run like a well-oiled machine. Often management is layered such that even general managers have managers above them who review their work. These many levels of management can be responsible for both positive and negative changes in organizational culture.
A relaxed manager, for example, acts differently than a strict manager in terms of dress code. The former may not require its employees to dress in a particular way as long as they are timely and effective in their work. While this could be beneficial to employees in many ways, it could also push the message that management won’t adjust certain minute details of company policy. This can change the overall attitude of the company, resulting in a less harsh environment that is not as effective in production as a more regimented one.
The stricter boss, however, may require you to wear collared shirts and long pants for every work shift. If an employee does not respect this rule, he can be punished. It’s easy to see how the two different workplace philosophies can cause changes in organizational culture.
An organization’s overall attitude, which can in turn be influenced by the line of work the company is in, can also drive changes in organizational culture. A large bank, for example, isn’t likely to have the same attitude as a mountain bike company, which can cause environmental differences between the two organizations. When choosing a line of work to go into, a person should evaluate personal characteristics to make sure they align with a potential employer in order to produce the best employee-employer fit.
Colleagues can also play a significant role in creating change in organizational culture. If a person is surrounded by hardworking and motivated people who genuinely care about the welfare of the organization, then they may be more inclined to share a similar attitude. The other side of this would be a situation where colleagues are bitter and do not possess a strong work ethic, perhaps unconsciously contributing to such an organizational perspective.
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