Organizational core values are the basis and reference to developing a strong culture. Values institute important beliefs, principles, procedures, and priorities in a company. Good corporate culture stays grounded in the company’s core values and tries to create a way of doing things while enhancing the adherence to the values of the company. Corporate culture and core values contribute immensely to organizational success. This paper seeks to decipher how organizational cultures and core values are success-contributors.
Corporate culture and core values act as the basis for hiring and retention policies. Human resource managers are on the lookout to hire employees who are not only technically qualified by also culturally fit. Employees equally are more inclined to companies who share the same values as theirs, these create a likelihood of job satisfaction which results in a great performance (Pinho, Rodrigues, & Dibb, 2014). Apart from the hiring of employees that are best suited to the organization’s culture, the company’s leadership should also mirror the culture and help nurture it and inspire employees towards the achievement of the company’s purpose (Pinho, Rodrigues, & Dibb, 2014). Strong culture attracts the right personnel and this makes it effective for management to execute the company’s strategy.
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The success of a company is predicated upon the achievement of both the mission and vision. To realize this, a competent and effective team is needed to execute strategy. The right culture creates compelling behaviors, beliefs, and principles and a conducive environment that is essential to inspiring the team and uniting them towards a common goal. Whether a company values a team-based culture or market-oriented, teamwork or innovation and quality in their core values (Guiso, Sapienza, & Zingales, 2015); it is prudent for the company to identify the right culture from the top leadership and this should begin with the type of leadership entrusted with steering the company ahead. Toxic cultures, make work tiresome, draining, kills employees’ morale, affects performance, and prevent the company from meeting the demands of their customers and losing track in achieving its strategy. Corporate culture and core values inform the decision-making process and the strategies to pursue which will result in a company’s success.
The following are the top ten biggest and best employers as ranked by Forbes. Trader’s Joe, Southern Airlines, Lilly, Costco Wholesale, Garmin, Google, Stanford University, SC Johnson, Mayo Clinic, and Michelin Group (Valet, 2019). For this assignment we are going to draw a comparison of cultures and core values of both Mayo Clinic and SC Johnson to identify how impactful these two factors have been to their success. Mayo Clinic, for instance, have their customers (patients) as the priority and this promise says it all “The best interest of a patient is the only interest to be considered”. Through building a team-based culture, leveraging on technological infrastructure, and aligning resources in support of their culture, the healthcare provider has managed to achieve enormous success for the past one century (Valet, 2019). Mayo Clinic deeply believes that collaborations in the field of medicine are a recipe for success and a sure way to prioritize the interests of a patient and meeting them. SC Johnson on the other hand which is a family-owned business have a strong belief in having the goodwill of the people. Goodwill is never negotiated, whether doing good by the employees, customers, or the community, this is the culture that guides their operations and quality of their products. (Valet, 2019).
It is my conviction that our company’s culture should be changed and the same goes for the leadership. The company has a leader who is deeply rooted in traditional modes of management and hierarchical ways of communication. It is necessary to bring a democratic leader in place to inspire a teamwork culture, collaborations, and participatory habits amongst the team members in the decision-making process. Slow implementation of rapid revolutionary technological changes has also cost the company a huge part of the market share. The cultural shift, should also be accompanied by training of the existing employees on the same and hiring new personnel based on how well they can fit the new culture. The hiring of a democratic leader will create a team-approach mode of solving issues which will enable the company to identify effective ways of achieving their strategy from consulting the people at the front line in the execution of the strategy.
References
Guiso, L., Sapienza, P., & Zingales, L. (2015). The value of corporate culture. Journal of Financial Economics, 117 (1), 60-76.
Pinho, J. C., Rodrigues, P., & Dibb, S. (2014). The role of corporate culture, market orientation and organisational commitment in organisational performance: The case of non-profit organisations. Journal of Management Development, 33 (4), 374-398.
Valet, V. (2019, April 17). America's Best Large Employers. Forbes . Retrieved 6 22, 2020, from https://www.forbes.com/best-large-employers/#2c52c176fb3e
