Corporate culture is one of the three main factors that shape a business. The other two are its development strategy and mission. This factor helps businesses define the values they want to deliver to customers. In addition, the impact of corporate culture on employees’ thinking and working attitudes should also be considered. This is reflected in product quality, service attitude, communication, and coordination among employees.
1. When should corporate culture be established?
Corporate culture is one of the three legs of a tripod. They support one another to create balance and development within the business. For this reason, corporate culture should be built from the outset and then adjusted to better suit the company’s 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 on different levels.
2.1. For leaders:
They take the pioneering position and have a major influence on subordinates. Corporate culture helps leaders build a suitable employee team and guide personnel in alignment with the business’s vision and mission. Every organizational strategy and plan remains consistent with the corporate culture. This creates credibility and contributes to building the business’s brand.
2.2. For employees:
Corporate culture serves as a benchmark and handrail that each employee can rely on to build a longer and more sustainable relationship with the business. Based on corporate culture, every employee becomes self-aware of how to think and act appropriately. Work style and customer service follow a consistent system and standards. Coordination and effective connections between departments are strengthened, contributing to lasting cohesion within the workforce.
2.3. For customers:
Corporate culture creates distinction and appeal. This attracts customers’ attention through the way services are delivered and their quality.
3. How to identify the fit between employees and corporate culture.
This is essential for identifying the current state and the degree of alignment between employees and the corporate culture. We should not rely on preliminary or subjective evaluations. Assessment not only shows who is moving off course, but also clarifies why they are doing so and whether the business can guide them back.
This can be done through the Uchida-Kraepelin test. Both the business and its employees can clearly recognize current capabilities, tendencies, and changes in employees’ psychology. This explains why, when doing the same job, some people perform well while others do not. It also measures certain workplace pressure phenomena that lead employees to take shortcuts just to finish, sometimes even going against the business’s criteria.
Combined with it is the Trai-map workplace personality measurement report. The business can identify which strengths should be utilized and which positions best suit each employee. In this way, employees can develop within their comfort zones and improve work performance without feeling pressured.
Furthermore, using both tests together helps businesses understand the work tendencies of their employees and organization. This is because the measurements focus not only on capabilities but also on psychological changes. This is another important factor affecting behavioral culture and conduct, which directly influence corporate culture.
4. When should measurement be conducted?
Measurement should be conducted from the recruitment stage. This helps businesses identify the fit between employees and the organization, avoiding the training and use of unsuitable people.
Measurement should also be conducted periodically as scheduled. This enables businesses to identify potential personnel issues in a timely manner and quickly develop appropriate solutions. Measurement may even be necessary when a business changes its corporate culture, in order to realign employees with the company’s culture.
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