Women Empowerment Council (WEC) has strengthened its operation through corporate culture despite being a not-for-profit organization. The organization ensures that all its clients are attended appropriately to ensure a peaceful society. Despite the existence of other organizations offering the same services to the public, WEC remains the most preferred institution ( Elsbach & Stigliani, 2018) . The organization's ability to reach many developing countries has attracted many partners and donors who support its projects. Women Empowerment Council (WEC) partially accomplish its strategic objectives through its clan organizational culture.
Characteristics of Women Empowerment Council (WEC) Corporate Culture
Women Empowerment Council (WEC) has an organizational culture for mentorship and teamwork. The company’s cultural characteristics focus on empowering women to participate in societal or organizational activities like fellow male employees. The company's operation primarily depends on cultural support, cohesion, and coherence, which form the basis of success in any organization. The following are the main characteristics of Women Empowerment Council (WEC)’s organizational culture:
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Mentorship and Teamwork
Women Empowerment Council (WEC) believes in mentorship and teamwork among employees to achieve its corporate goals. Teamwork enables the company to solve emerging issues through constant consultation among members. When employees share their perceptions about challenging problems, they can find appropriate solutions ( Elsbach & Stigliani, 2018) . Teamwork also enables employees to brainstorm about appropriate opportunities that the organization should consider to empower their clients through exchanging ideas and adopting creative ways of doing things.
Secrecy
Secrecy is another feature of Women Empowerment Council (WEC)’s corporate culture that enables the company to achieve its objective. Secrecy feature assists the company in protecting clients' and employee information. It also helps in defining the company's human resource development. Secrecy and confidentiality form an integral part of the Women Empowerment Council (WEC) strategy to reduce disclosing or stealing confidential information about their clients and employees. It also a better approach the company uses to conduct investigations about human rights violations reported by their clients ( Elsbach & Stigliani, 2018) . The company reinforces this culture by adopting corporate policies, rules, and strategies that encourage compliance with secrecy terms and conditions. Using secrecy feature, Women Empowerment Council (WEC)'s corporate culture assists protect organization operations from corporate espionage and negative impacts of employee misbehavior.
Innovation
Women Empowerment Council (WEC)’s corporate culture ropes continuous innovation and creativity. This feature has helped the company to come up with appropriate strategies to approach different situations appropriately. As a result, Women Empowerment Council (WEC) usually reports a high success rate in terms of service delivery to clients. For instance, the company reported a 90 % success rate in the past three years ( Elsbach & Stigliani, 2018) . To improve its performance, the company support rapid innovation activities to improve its approach to clients' problems. Constant creativity and rapid innovation helps Women Empowerment Council (WEC) to identify appropriate methods of addressing clients' issues.
HR Roles in Sharpening Women Empowerment Council (WEC)’ Corporate Culture
Organizational culture plays an integral role in organizational success. Thus, all human resources personnel at Women Empowerment Council (WEC) promote a high-performance corporate culture. The company's human resources team ensures that culture management is a fundamental focus of its success rate ( Harel et al., 2020) . They influence culture by closely working with senior management to identify the best corporate culture to improve the company’s performance. Strategic decision-making and planning are the fundamental focus that enables Women Empowerment Council (WEC) to perform its roles more efficiently. The HR team and personnel perform the following functions to build and manage strong organizational culture.
The HR team promotes corporate culture by being a role model for corporate practices, beliefs, and conduct. Women Empowerment Council (WEC)'s HR team leads by example to promote the organization’s clan culture ( Harel et al., 2020) . The team adheres to all organizational rules and guidelines set to improve organizational performance and service delivery to clients.
The HR team also reinforce organizational values. The effectiveness of corporate culture depends on values and core principles that guide employee behavior and relationship. Women Empowerment Council (WEC) has achieved its objectives and mission through adopting practical organizational values to guide employee behavior.
Furthermore, Women Empowerment Council (WEC)'s HR team ensures that the organizational code of ethics is well-understood, defended, and practiced by all employees. Since corporate ethics is a key component that facilitates a company's success, the HR team has been working hand-in-hand with senior management to adopt appropriate business ethics to guard employee behavior and conduct ( Harel et al., 2020) . As a result, Women Empowerment Council (WEC) has achieved its business goals and objectives.
The HR team at Women Empowerment Council (WEC) also encourages empowerment and teamwork among employees. The company's primary aim is to empower women and children who face various societal challenges ( Harel et al., 2020) . To achieve this goal, the company's human resources team regularly allows employees to remain committed to the roles despite most activities they do are not payable. Consequently, the functions of employee empowerment have enabled the company to achieve its key goals.
Organizational Values of Women Empowerment Council (WEC)
At the heart of corporate cultures, there are commonly shared values. No organization's values are right or wrong, but companies adopt values that promote their performance and improve their competitive advantage. However, Women Empowerment Council (WEC) employs values that encourage their participation in community empowerment activities. The following are the company’s values that enable it to achieve its goals:
Aggressiveness
Senior management of the organization promotes aggressiveness among employees by stimulating a viciously competitive spirit to identify better ways of attending to their clients ( Harel et al., 2020) . The aggressiveness of employees has enabled Women Empowerment Council (WEC) to satisfy its clients by offering them quality services that meet their expectations.
People Orientation
The Women Empowerment Council (WEC)’s core value is to insist on fairness, respect, honesty, and tolerance while attending to clients. Despite the nature of employees' issues, the management encourages and expects employees to observe a high level of people orientation.
Outcome orientation is another core value of Women Empowerment Council (WEC)'s organizational culture. The senior management emphasizes achievement and outcome than the procedures and processes used to address the issue. Outcome orientation value has enabled the company to address clients' grievances correctly and successfully.
Advantages and Disadvantages Women Empowerment Council (WEC)’s Corporate Culture
Advantages and Benefits
A combination of the company's innovation and aggressive cultures facilitates the smooth running of organizational activities. As a result, this has enabled Women Empowerment Council (WEC) to achieve its goals and objectives. Women Empowerment Council (WEC)'s corporate culture allows it to handle more challenging issues by engaging the HR team and other personnel to achieve competency in performing its organizational activities.
Disadvantages
Women Empowerment Council (WEC)’s innovation culture requires more financial resources, which has been a challenge for the organization. Being a not-for-profit organization, Women Empowerment Council (WEC) has faced many financial difficulties while implementing an innovation culture, which requires in-depth research ( Harel et al., 2020) . Consequently, this has reduced its effectiveness to identify advanced methods that can improve the quality of services offered to clients.
Conclusion
In summary, Women Empowerment Council (WEC) is a community-based organization that seeks to protect women and children from discrimination in society. WEC has different corporate cultures that enable it to achieve its goals and objectives. The main feature of WEC organizational culture includes mentorship and teamwork, innovation and secrecy. These features have enabled the company to perform its roles more efficiently to achieve its corporate goals.
References
Elsbach, K. D., & Stigliani, I. (2018). Design thinking and organizational culture: A review and framework for future research. Journal of Management , 44 (6), 2274-2306.
Harel, R., Schwartz, D., & Kaufmann, D. (2020). Organizational culture processes for promoting innovation in small businesses. EuroMed Journal of Business .
