The culture of a company binds executives, and it shows an impact on their performances. The central concept that usually applies to any organization falls into the following two categories:

  1. People Interaction:

An organization’s approach towards people’s interaction can be independent or interdependent. If it is the former, it gives greater value to autonomy, competition, individual performance, etc. If it is the latter, then the emphasis will be on group performance, collaboration, integration, and success through the group’s lens.

  1. Response to Change:

Some culture becomes very rigid towards the changes, whereas others are open to it. If you are rigid and not ready to change, you will be going for seniority-based staffing, striving for efficiency, etc. Whereas if you are open to the changes, you invite openness, innovativeness, diversity, and longer-term orientation.

Suppose we overlook the managers, then a leader’s vision or guide to corporate culture. In that case, we can refer to the book “The Leader’s Guide to Corporate Culture” written by Boris Groysberg, Jeremiah Lee, Jesse Price, J. Yo-Jud Cheng, where the following eight distinct cultural styles are emphasized:

  1. Caring:

It focuses on mutual trust and relationships. As a result, employees are working with leaders and co-workers in a warm and supportive environment.

  1. Purpose:

Leaders can give the cause of working, and employees are all focused and working towards it.

  1. Learning:

Leaders encourage innovation, new ideas, creativity, and employees are free to practice all these.

  1. Enjoyment:

Employees are working in a much lighter environment, where having a sense of humor or cracking a joke is not a sin. So they are allowed to be happy.

  1. Result:

Employees are working towards achievements and success. They are united and working together towards the goal, as emphasized by their leaders.

  1. Authority:

It is defined by strength, decisiveness, and boldness. Employees are influenced by stronger control. The leaders emphasize dominance and confidence.

  1. Safety:

A workplace involves a lot of risk factors. However, the leader is planning, and the employees are also ready to face the risks with confidence.

  1. Order:

There should be shared norms, proper structure, and mutual respect to be part of the culture. Of course, there will be some rules in any workplace that people are bound to follow, but it should be such that it emphasizes shared procedures and time-honored customs.

All these styles mentioned above have both advantages and disadvantages, and no style can be termed as better than the others. However, organizational cultures can be defined based on the degree of implementation of all the above styles. Moreover, these styles can also determine the values of the leaders and the employees of a company.

The culture’s effect on the company’s success can bring positive organizational outcomes, a forward-looking strategy for selecting the company’s future leaders, speed up the integration in case of merging and in an uncertain environment learning the importance of gains, etc.

The Leader’s vision of corporate culture is more welcomed. It makes both the employees and the employers successful and happy.