NRS-451 Organizational Culture and Values

NRS-451 Organizational Culture and Values

Introduction

Organizations typically develop their cultures and values over time as a result of the company’s history, mission, and goals. Some organizations also explicitly state their culture and values in their employee handbooks or on their websites. An organization’s culture and values reflect the beliefs, goals, and priorities of the people who created and lead it. Culture is made up of the shared values, assumptions, traditions, and behaviors that define a group of people and their way of working together. Values are what we hold dear as individuals and organizations – they are our guiding principles (Arefin et al., 2020). Organizational culture is often shaped by the founder or founders’ personal values and experiences (Wei et al., 2020). For example, if the founder is a risk taker, the organization may have a more aggressive or entrepreneurial culture. If the founder is focused on customer satisfaction, the organization may have a customer-centric culture. And if the founder is passionate about social responsibility, the organization may have a strong social structure.

Significance of an Organization’s Culture and Values

An organization’s culture and values play a critical role in shaping how employees think and act. They help to create a sense of identity within an organization, foster a sense of belonging, and provide a framework for making decisions. They also influence how employees interact with customers and each other, as well as how they solve problems (Wang et al., 2020). Culture and values should be regularly reviewed and updated to ensure they continue to reflect the organization’s goals and objectives. Culture and values are important because they provide a framework for how employees should behave and make decisions. They also provide a sense of identity and purpose for employees. A strong culture and set of values can help an organization attract and retain top talent, as well as motivate employees to achieve the organization’s goals. On the other hand, a weak or nonexistent culture can lead to employee disengagement and low morale.