Positive Company Culture

6 Key excerpts on "Positive Company Culture"

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  eBook - ePub

  Leading and Managing in Contemporary Health and Social Care,E-Book

  Leading and Managing in Contemporary Health and Social Care,E-Book

  • Elizabeth Anne Rosser, Cate Wood, Elizabeth Anne Rosser, Cate Wood(Authors)
  • 2022(Publication Date)
  • Elsevier

    (Publisher)

  This is because, in positive work cultures, employees not only enjoy their work, they also perform at high levels and develop a feeling of loyalty and attachment to their employing organization (Juneja, 2020). In addition, employees who work in positive work cultures feel more encouraged to get to know their coworkers and team members. When everyone is interested in getting to truly know the people they spend each day with, collaboration in the work environment is more likely to occur (Craig, 2017). Positive work cultures also inspire creativity. When employees feel that they can speak up about new ideas for solving problems or improving services, creativity increases, and fresh perspectives play an important role in increasing productivity (Craig, 2017). In addition, research has found a strong correlation between a positive work culture and US employees who claim to feel happy and valued at work. Positive cultures also improve employee retention; foster a sense of employee loyalty; facilitate social interaction, teamwork, and open communication; boost employee morale; reduce workplace stress; and increase productivity (Kohll, 2018). By contrast, negative or toxic work environments almost always either lead to or are indicative of organizational culture failure. Tynan (2020, para

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  Women and the Payscales

  Overcoming the Imbalance

  • Margaret F. Bello(Author)
  • 2019(Publication Date)
  • Society Publishing

    (Publisher)

  These employees will look for some other job opportunity even if they are getting high pay and are compensated well for the work they do. When an employee gets encouragement and support from seniors as well as colleagues than it makes an organization a better place to Establishing Healthy Work Place Culture 201 work. In addition to this if there are certain policies that respect employees personal space that is not disturbing them on off days until and unless it is urgent, giving them right to take at least some leave in case of emergency and motivating them to take challenge and giving them opportunity to work. Work culture is of great importance to organization as it affects ability to attract and retain talent. Positive workplace is shown in positive work relation that exists at workplace, the concern and genuine care for each other. Negative workplace on other hand leads to lower energy and detach work environment with employees operating in insulated silos. Prompt employees to watch each other’s back Just like a situation when your spouse is compatible it makes your family life along with your life happy as well satisfies, similarly good colleagues can make the working life happy or difficult. While to some extent, behavior of employees towards each other depend on nature and characteristic of an individual while it also depends on how organization shape them. A new employee, who join an organization and watch culture of unity among workers where all employees help each other, will automatically use these values in their daily life. In contrast, when an organization where them exist backstabbing and bitching in the law, any new employee will adapt to trait. A positive work culture is one, which encourage employee to behave like family, and watch each other’s back. Building of this culture by following ethical role modeling values and walking the talk.

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  The Burned Out Physician

  Managing the Stress and Reducing the Errors

  • John E. Kello, Joseph A. Allen(Authors)
  • 2022(Publication Date)
  • Cambridge University Press

    (Publisher)

  that is driven by the organizational culture, whether it is more open and positive or more closed, and potentially negative or even hostile. We will discuss overall organizational culture a bit more later as we discuss orga- nization and system-level solutions to the burnout problem. For now our focus is a positive team culture. Team culture has been defined as the shared set of values, beliefs, and attitudes that guide team behavior and performance (Willard-Grace et al., ). The team culture comprises norms that determine acceptable and unacceptable behavioral patterns among team members, in terms of their relationships to one another and their relationship to their work. Because a team is embedded within a larger organization, the team culture will usually include influences from and elements of the broader, overall organizational culture. But what makes it unique are the aspects of the team culture that are distinctive and not shared with the culture of the organization at large. For example, when a physician works with their team of other physicians, nurses, or healthcare providers, they may have shared experiences with a particular patient. These distinctive experiences may impact how the team interacts with that patient and with other patients. Those in the organization who do not share those experiences may not know the inside jokes and jargon that the team knows and uses to ensure consistent behavior among team members when engaging in team perfor- mance episodes (i.e., patient care processes). A positive team culture is the shared set of values, beliefs, and attitudes that drives the development of positive team relationships, high productiv- ity, flexibility, and adaptability (Willard-Grace et al., ). Joe was recently asked to facilitate a team meeting for a medical team that was struggling to perform well together. In the meeting, several things were observed, suggest- ing a negative, dysfunctional team culture.

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  The Basics of Process Improvement

  • Tristan Boutros, Jennifer Cardella(Authors)
  • 2017(Publication Date)
  • Productivity Press

    (Publisher)

  Hiring Decisions Should Reflect Desired Corporate Culture A mature company ensures it hires workers who will treat clients and fellow employees well and dedicate themselves to mastering the tasks for Process Improvement Culture • 185 which they are responsible. A good attitude is an essential component of any healthy corporate culture. But managers also need to make sure that hiring decisions are not based on ethnic, racial, or gender issues. Businesses benefit from having a diverse workforce rather than one that is overly homogeneous. Two-Way Communication Is Essential Managers who discuss problems openly with their employees and enlist their help in solving them will likely be rewarded with a healthy work-ing environment. This can be a critical asset, for once a participatory and engaging culture has been established, it can assist with propelling a company ahead of its competition. Conversely, problems with corporate culture can play a major role in organizational failures. When employ-ees only perform the tasks necessary to do their own jobs, rather than putting out extra effort on behalf of the overall business, productivity declines and growth slows. Many companies tend to ignore the develop-ing cultures within their businesses until it is too late to make any needed changes. A Proper Vision Is Paramount A great culture starts with a vision. A vision statement is often quite sim-ple, but it ultimately guides a company’s values and provides it with pur-pose. That purpose, in turn, orients every decision employees make. When they are deeply authentic and prominently displayed, good vision state-ments can even help align customers, suppliers, and other stakeholders with the company’s cultural norms and expectations. A vision statement is a simple but foundational element of culture. Company Values Should Be Continuously Promoted A company’s values are the core of its culture.

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  Managing and Leading Nonprofit Organizations

  A Framework For Success

  • Paul L. Dann(Author)
  • 2022(Publication Date)
  • Wiley

    (Publisher)

  In this chapter I will walk you through several important concepts as well as strategies that have proven to be extremely helpful in building and sustaining a positive organizational culture. The importance of building the right culture, one that can work to support your organization as well as your leadership capacity, cannot be overstated. Having the right culture means that you will have the bandwidth to advance your organization's mission, even in the face of significant challenges such as the COVID‐19 pandemic. A rising tide lifts all boats! Having a positive culture makes it possible to improve everyone's ability to pursue their work in support of the organization's mission.

  Understanding Organizational Culture

  Let us agree to explore the basic elements of organizational culture and why culture takes root within the team and within the agency. First, let us start with a simple definition. An organization's culture is built from the beliefs, values, norms, rituals, and patterns of behavior developed over time as members of the organization work to adapt to both internal and external challenges that confront the group. Or said another way, it is the “way things are done around here” (Deal & Kennedy, 1982 , 2000).

  The power of an organization's culture to engender action and to shape the way people think and feel is significant. At the root of this is the notion that people are social beings. As such, we desire and gravitate toward belonging and membership. The membership we seek might be in formal groups, such as political parties, fraternal organizations, sports teams, professional associations, and the like, or the membership we pursue can be in informal groups, such as a social event, community groups, friends, and family. In both instances group membership informs our attitudes, our values, beliefs, and behavior.

  Our need to belong drives us toward the patterns of engagement found within the group. To connect and to belong we behave as other group members behave. Consider the Girl Scouts, for example. As a formal group the Girl Scouts have a shared set of attitudes, values, beliefs, and behaviors that are taken on by those that join. They have a pledge, uniforms, rituals, and symbols in the form of badges that represent their core beliefs and signify achievement on the part of the group member. You might also choose the Hell's Angels as a formal group to explore. They also have a shared set of attitudes, values, beliefs, and behaviors. Do they have uniforms? Yes. Rituals and symbols? Yes indeed, in the form of rites of passage and colors. Each group represents a particular culture and has many similar features as the other, yet one group compared with another could be identified as a more positive force in the larger society.

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  eBook - ePub

  DevOps Overture

  What You Need to Know When Starting a DevOps Journey

  • Shawn D Doyle(Author)
  • 2020(Publication Date)
  • ReleaseTEAM Press

    (Publisher)

  know .

  • VALUES : These are an organization’s articulated values. Stated goals, strategies, philosophies, and vision statements are examples of values.

  • ARTIFACTS : These are observable aspects of an organization’s culture—how people dress, what the offices look like, how the company is structured, who tends to be rewarded or fired (and for what), and so on.

  NOTE

  A company’s stated values might be inconsistent with its basic assumptions and artifacts. In such cases, assumptions and artifacts generally offer a better sense of the company’s true culture.

  Hallmarks of a Positive Learning Organizational Culture

  You know what organizational culture is and what type is most likely to yield DevOps success. But what does a positive learning culture look like? Positive learning organizational cultures:

  • Offer learning opportunities

  • Encourage experimentation

  • Accept and learn from failure

  • Practice zero blame

  • Build trust

  • Prevent burnout

  • Motivate and reward employees the right way

  • Strive to continuously improve

  Read on to find out more about each of these practices.

  Offering Learning Opportunities

  Not to be too obvious, but companies that foster a positive learning culture offer their people lots of opportunities to learn. These could include:

  • Traditional classroom training and workshops

  • E-learning and web-based training

  • Conferences and seminars

  • Lunch-and-learns

  • Mentoring and coaching

  • Pairing

  • Stretch assignments

  • Task team or committee assignments

  • Job rotation and internal transfers

  • Self-led study

  • Tuition reimbursement

  More than that, these companies allocate appropriate funds for learning. This not only ensures that the learning occurs, but it reinforces to employees that the company takes learning seriously.

  NOTE Learning opportunities like these don’t only enable employees to pick up new and useful skills. They also help them stay engaged at work.

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