Corporate culture is one of the three main factors that shape a business. The other 2 factors are its development strategy and corporate mission. It helps guide the values that the business wants to deliver to customers—from its mindset, attitude, and ways of working to professional ethics. This is particularly important for specialized fields such as finance and accounting. The impact of corporate culture is a point that warrants attention.
1. When should corporate culture be established?
Corporate culture is one of the three legs of a tripod. These elements support one another to create balance and growth within a business. For this reason, corporate culture should be established from the outset and then adjusted according to circumstances and direction.
When establishing corporate culture, it is necessary to:
Step 1: Define the business’s goals, direction, and the core values it seeks to uphold.
Step 2: Focus on drafting, developing, and implementing the following aspects of corporate culture:
- Company policies and regulations;
- Slogan;
- Vision;
- Mission;
- Core values;
- Business philosophy;
- Human resources team.
Step 3: Review the implementation of corporate culture;
Step 4: Strengthen and adjust aspects of corporate culture.
2. The impact of corporate culture in the finance and accounting sector.
In finance and accounting, accuracy and meticulousness are clearly required in every figure, ledger, and document. These factors affect not only a company’s reputation and quality but also the direct profit-related interests of its clients.
For this reason, the criteria in the finance sector always seem to involve factors such as reliability, integrity, confidentiality, and safety…. Perhaps all of these help a business establish its position in the minds of customers.
Because their own financial interests are directly affected, businesses always seem to strive to find a finance company they can trust and work with. Is that company yours? This depends on what impression you leave on your customers. The impact of corporate culture on the people within the organization ultimately determines everything.
3. How to identify the fit between employees and corporate culture.
Dường như con người vẫn luôn và mãi là nhân tố then chốt trong sự phát triển doanh nghiệp, xây dựng thương hiệu.
Suitable employees produce positive results, while unsuitable employees can lead a business into obstacles and mistakes. Therefore, identifying the fit between employees and the organization is essential—including fit in attitude, working methods, and capabilities. All of these factors affect the alignment between corporate culture and employees.
For example: If an employee can only handle work at a low level of performance, yet you see them consistently completing tasks well and generating revenue for the business, you may promote them to a higher position and expect them to succeed. Unfortunately, that person may be accustomed to low-pressure work and unable to keep up with performance demands. Once meticulous and accurate, they may begin making mistakes or acting dishonestly, doing only enough to meet deadlines. This naturally leaves the employee feeling pressured and helpless, while the business suffers losses…
Employee capabilities can be trained and changed to achieve a better fit. Attitudes and work habits, however, are often more difficult to change. Can your business identify who fits its corporate culture and strategy without conducting surveys or assessments? Or is it willing to spend time changing someone’s mindset and attitude without knowing whether they will truly change?
Việc đo lường và nhận diện nhân sự kịp thời là cách tốt nhất để doanh nghiệp gắn kết nhân sự cùng văn hóa doanh nghiệp. Tạo dựng uy tiến và thương hiệu trong lòng khách hàng.
How do competency and psychological assessment tests help businesses?
1. Uchida-Kraepelin (UK Test) from Japan.
Through conducting the Uchida-Kraepelin Test. Both businesses and employees gain a clear understanding of current capabilities, tendencies, and changes in employees’ psychology. This explains why, when performing the same job, some people perform well while others do not. These tests also measure certain forms of workplace pressure that can lead people to take shortcuts just to get the job done, or even act contrary to the company’s standards.
2. Trait-Map OD-TOOLs – Personality and Professional Capabilities from Germany
Combined with the Trai-map work personality assessment test. Businesses can identify which strengths should be leveraged, which position best suits each employee, and how to help employees develop within their comfort zones and improve performance without feeling pressured. They can measure team cohesion, team capabilities within the company, and each member's prominent role in the team.
3. Motivation Questionnaire (MQ) – Motivation Questionnaire from Germany.
The MQ test assessment is based on Maslow’s hierarchy of needs, one of the fundamental frameworks for understanding human needs. These needs are analyzed in detail into 16 different basic needs. Measurement is based on participants’ perceptions of their personal satisfaction compared with their expectations. What motivates a person at work and in life? This may include intrinsic motivation—mission, growth, excellence, learning, and so on—or extrinsic motivation—material benefits, achievement, job security, recognition, and more.
Moreover, combining both tests helps businesses understand the working tendencies of personnel and the organization. Measurement focuses not only on competency but also on psychological changes—an important factor affecting behavioral and interpersonal culture, which directly influences corporate culture.
When should measurement be conducted?
Measurement should be conducted from the recruitment stage. This helps businesses identify the fit between personnel and the organization and avoid training and using unsuitable people.
Measurement should also be conducted periodically as planned. Businesses can identify potential personnel issues in a timely manner and quickly develop appropriate solutions. Measurement may also be necessary when a business changes its corporate culture, in order to realign personnel with the company's culture.
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