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Often we hear the term Organizational culture and its practice. It resembles one of those pillars which are essential for a company’s growth and revenue generation. It is not an easy task though for HR Managers to construct and build a culture that is 100% accurate.
Let us understand what is Organizational culture
Culture in any organization consists of shared beliefs and values established by leaders which are then communicated throughout the company eventually shaping employee perceptions. Cultures defer from industry to industry along with geographies, with different people and cultures. Thus there are certain criteria that must be kept in mind while developing organizational culture.
The business dynamics are ever-changing with new practices.HR managers and committees must be ready and flexible to accept changes in the environment and develop a culture that fits everyone.
Organizational integrity refers to a company’s action in what it thinks, says, and does. All these three things should align together it passes on the correct messages, values, and code of ethics through the downward hierarchy channels.
Recognition to any human has a lasting impact on their psychological thinking, same goes with the employee recognition, it has been proved in many research and practices that recognizing employees for their contribution and hard work have reduced retention rates and improved productivity.
A culture of learning has a significant impact on business, a company that has a culture of training, learning opportunities for its employees has to always upgrade itself with the ongoing industry standards which help in the latest learnings and bringing an overall business growth.
