"Corporate culture" has become such a common HR buzzword that it may elicit some eyerolls from seasoned professionals. After all, it's tough to make tangible changes to a whole company based on such a nebulous concept. But while this idea may have just started to gain more traction in the last decade or so, it's always been an intangible factor in employee satisfaction, and an incredibly important one, at that.
从雪崩拯救你的文章topic, we've rounded up a few of the best ones from the past year or so (plus one classic).
这是漂浮在这个话题的更彻底和实用的文章之一。作者首先承认关于组织文化的大多数讨论的问题：他们很少做任何事情来改变工作场所经验，并且任何变化都是短暂的。他们有用的建议：“If you cannot simply replace the entire machine, work on realigning some of the more useful cogs."
By focusing on a few concrete principles and tasks— such as "focus on a critical few behaviors," "deploy your authentic informal leaders," and "link behaviors to business objectives," among others— this article avoids falling prey to the touchy-feely elements that dominate most think pieces on corporate culture.
This article takes the unique approach of helping corporate leaders categorize the culture of their business. Instead of favoring one kind over another, the author provides descriptions of each type (team-first, elite, horizontal, conventional, and progressive), along with examples of companies that demonstrate them, and their benefits and potential pitfalls. She notes that in some cases, the industry dictates the type of culture in a company, but also observes that cultures can evolve over time to adapt to the needs of the company.
"Culture flows from the organization’s core values, and if the core values espouse the notion that accepted, long-standing rules don’t apply and that you can do whatever you want, well, you’re going to get a workplace culture where everybody thinks the normal rules don’t apply, too."
Whether you're just getting started in your first HR or leadership position, or you've been in your industry for decades, it's wise to consider the trajectory of your workplace culture from time to time. As many of the authors of these articles point out, culture is almost constantly in flux; spending time planning for how to direct that change in a positive direction can have massive payoffs in productivity and retention in the long run.