Human Resources & Payroll Blog

5 articles on corporate culture you need to read today

Mar 15, 2017 12:06:14 PM / byJohn Duval

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"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).

The front row culture

像大多数Seth Godin的博客帖子,这篇文章简短而是强大的。在其中,他比较了两种公司;其中员工急切地坐在前排的演示文稿中,以及员工在房间散射的地方,避免前排和彼此。在只是几段中,他蒸馏为什么对一个组织建立,雇用和培养强大的文化至关重要。

"The first organization sees possibility, the second sees risk and threat. The first group is eager to explore a new future, the second group misses the distant past."

阅读这里的完整文章。

10组织文化原则

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.

阅读这里的完整文章。

How Important is Corporate Culture? It's Everything.

在与上述文章形成鲜明对比中,这一点就公司两种能量讨论了文化:信任和恐惧。作者Liz Ryan,直接与组织中的领导者谈判,并提醒他们,他们最重要的工作是管理他们的人。这样做的方式,她的位置是让你的眼睛从图表和图表上夺走,并环顾四周,是否员工和领导者彼此相互信任。

She also notes what she views as the main reason many leaders fail to make positive changes in their company culture: they can't get the view available to outsiders.

“你的文化是你组织中发生的最响亮的事情。它在员工的耳朵里蓬勃发展。您的供应商对您的文化知识了解。您的客户可能更多地了解您的文化而不是您的文化。”

阅读这里的完整文章。

5 Types of 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.

阅读这里的完整文章。

A Lesson from Uber: You are What Your Culture Says You Are— Like it or Not

从最近的头条新闻中绘制,本文使用优步作为在构建积极的企业文化方面不做的例子。作者指出,文化是公司领导人始终创造和改变 - 无论好坏,以及它们是否意味着。引用了广泛的性骚扰和CEO Travis Kalanick泄露视频的指控与优步司机在切割价格上争论,这篇文章指出,这一公司的创始哲学涉及盗窃规则和法规的公司是不可避免的。

"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."

阅读这里的完整文章。

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.

Topics:Human Resources

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