Organisational culture


Define the personality of your business

Organisational culture is essentially the personality of your organisation. It consists of the attitudes, values and beliefs within the organisation that is shared by all employees. It governs who speaks to who, what behaviour is considered appropriate or inappropriate, how decisions are made and who gets what perks. In other words, culture is the “way we do things around here.” If a new employee attempts to change this culture, they can often end up being isolated and their opinions will be devalued.

This the reason your HR department should go to great lengths to identify the nature of the organisational culture and then to build this into your recruitment selection criteria. Some aspects of your organisational culture could be:

  • a fast paced work environment
  • a work hard environment
  • conservative decision making
  • the ability to challenge others or not
  • an environment of conflict avoidance v the opportunity for open debate

In addition, organisational culture incorporates different levels of power. There will be people who have formal titles and wield a lot of power. These people are sometimes not open to personal challenge and may see an individual who questions the status quo as a dire threat. On the other hand, there will be people who have a good deal of informal power and are very influential. How these people perceive a new candidate and how the individual makes his way into acceptance will play a key role in whether or not the candidate will stay with your organisation.

Action

Contact one of our HR experts and discuss the nature of your organisational culture to ensure that you built this into your recruitment process.

rganizational culture is essentially the personality of an organization. It consists of the attitudes, values and beliefs within the organization that is shared by all employees. It governs who speaks to whom, what behavior is considered appropriate or inappropriate, how decisions are made, and who gets what perks. In other words, culture is the “way we do things around here.” If a new employee attempts to change this culture, they can often end up being the “odd man out”; they will feel ostracized and their opinions will be devalued.

Executive search professionals go to great lengths to identify the nature of the organizational culture and they build this right into the selection criteria. Some of the cultural items include elements such as a fast paced work environment, a work hard environment, conservative decision making, or a risk-averse attitude versus innovation. Some organizations will have the ability to challenge others or not, and an environment of conflict avoidance versus the opportunity for open debate.

In addition, organizational culture incorporates different levels of power. There will be people who have formal titles and wield a lot of power. These people are sometimes not open to personal challenge and may see an individual who questions everything as a dire threat. On the other hand, there will be people who have a good deal of informal power and are very influential. How these people perceive a new candidate and how the individual makes his way into acceptance will play a key role in whether or not the candidate will stay with the firm. - See more at: http://www.legacybowes.com/authors/entry/organizational-culture-and-the-influence-on-recruiting.html#sthash.8wgz1R9F.dpuf