POWER – Corporate Cultures – TYPES (#1)


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CORPORATE CULTURES
Work cultures can stagnate or improve, morph or evolve – & so are different from a company’s core values, which largely remain the same over time.
Culture is based on a set of principles governing every aspect of an organization’s functioning, & should act as a beacon to attract talent & customers who share the same fundamental outlook & values.
It impacts everything from interpersonal relationships to partnerships to marketing to customer service.

While we can’t see or touch Culture, it’s strongly present in the artifacts, activities, & metrics of the company. From hiring practices to how people work, make decisions, resolve differences of opinions, & navigate change, the culture defines unwritten but very real rules of behavior.

KEY COMPONENTS
The Mission Statement, Vision & Values, a common Language (acronyms, catchphrases), Decision-making style, having the ‘Right’ leadership & staff .

BEST PRACTICES for Management
⛲️ Be transparent. Be flexible
⛲️ Set clear department Goals. Promote Organization’s goals
⛲️ Promote Diversity & Inclusivity.  Allow for HUMOR
⛲️ Prioritize Respect. Establish strict zero-tolerance
⛲️ Employee Reward Program. Plan social outings
⛲️ Accept & utilize employee Feedback (MORE ….)

POSITIVE Characteristics
🪧 Caring : support for employees during pandemic
🪧 Community : stick together through thick & thin
🪧 Fairness : rating equals compensation & recognition
🪧 Innovation : a safe environment to express ideas
🪧 Trust : in employees to work remote & flexible hours
🪧 Trustworthy management : generates workplace satisfaction, employee retention, motivation to give extra effort (MORE….)

SUCCESSFUL Work Cultures can include :
🎗 All stars = the hiring process is highly selective
🎗 Customer Service = “Customer is always right”
🎗 Employee empowerment = everyone feels valued
🎗 Innovation = staying on the cutting edge
🎗 Mission -Driven = nonprofits, grassroots startups
🎗 Power-Driven = competition, survival of the fittest
🎗 Role-Playing = specialists are valued above all
🎗 Sales = product knowledge by all staff member
🎗 Strong Leadership = coach, Mentor, Train
🎗 Task-oriented = small, collaborative teams (MORE….)

9 TYPES – Modified FROM article by Laura Holton, business writer
1. ADHOCRACY or Creative
Derived from “ad hoc,” leaders in this type of company are highly flexible (AGILE) , pushing dynamic transformations. They hire the most innovative, entrepreneurial-minded individuals, daring risk-takers who embody the true traits of a visionary. Everyone is expected to constantly be experimenting with new ideas. Such a culture is useful in industries where taking risks can have huge payoffs, such as in tech or disruptive industries.

Adhocracy cultures emphasize company growth & bringing new products or services to the market – fast. Businesses, as well as the offerings themselves, are always changing. Employees are forward thinking & willing to ‘fail’. Following the rules & perfection are less important than learning from mistakes & adapting.

Employees know that expectations run very high in their fast-paced, high-growth company, but stay motivated by knowing the products or services they’re developing have the potential to change the market & the world.

Creative culture have an opportunity to see great profit margins, but there’s also the chance their products (even the entire enterprise) will fail completely. Another disadvantage is that the atmosphere can become highly competitive. Whereas some workers enjoy being challenged, others find the pressure too stressful.

2. CLAN or Collaborative
A company with a clan or collaborative culture feels like a family. All the employees know each other & consider coworkers their friends. They also tend to have many interests in common, sharing a similar worldview. Since employees tend to stay with the organization for a long time, workplace traditions crop up.

Clan cultures tend to have a horizontal structure, without many layers of management. Everyone is valued equally, given the chance to participate, with an opportunity to provide feedback. Teamwork is more common than individual projects & workers with more experience (not just management) mentor new ones to help them progress so they can reach their full potential.

Customers are also loyal & partnerships last. Employees enjoy working in a clan culture, which leads to great customer service & high productivity.

However, this kind of climate is better suited to small rather than midsize to large businesses. As companies expand, it’s much harder to keep such a close-knit feel, & even trying can cause confusion. Other problems include poor growth due to difficulty thinking outside the box & putting employees’ needs above the business.

3. CUSTOMER-FIRST 
A customer-first culture is another type where personal accomplishments are less important than a higher goal – in this case, of satisfying the customer. In this environment it’s likely that few employees ever communicate directly with users of their product or service. What matters is that everyone’s goal is to provide customers with the best service in the industry.

Employees in this culture are highly focused on how customers will interact with their products, so continually monitor what users say on social media & in reviews. They often have 24/7 support phone numbers, & respond to messages immediately. Surveys asking clients what the company could be doing better are also common.

NEXT : Culture TYPES #2

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