Charting the path towards a healthy organizational culture is important.
In the last 10 years there has been an effervescence in treatises on organizational culture, both at the theoretical, practical, and empirical levels. For Chatman and O’Reilly (2016), six fundamental dimensions will be developed within the organizational culture of companies, these being: adaptability, results orientation, detailed (tactical) orientation, teamwork, customer orientation and integrity.
The spectrum of action that the company must take care of its culture is wide, therefore it requires the sufficient attention of the whole organization from all levels. A fundamental outline can make the focus of all involved more specific and strategic in terms of contributing in a practical way to a healthy organizational culture in values and at the same time have high levels of commitment, creativity, and productivity.
The first thing is to lead by example, in other words, an exemplary leadership in which behaviors are modeled towards positive values. Likewise, communication must be clear with respect to the vision, mission, and values that the organization publishes, beyond simple slogans or office murals. Fostering transparency builds trust and credibility in all interactions, providing continuous constructive feedback and recognizing achievements.
The second is to promote a collaborative environment by being inclusive and respectful, not only of others’ opinions but also of their integrity. These open and effective communication channels will encourage cooperation and permanent exchange of ideas among team members, promoting collective and creative problem solving.
Finally, personal, and professional development will set the tone for continuous learning and development opportunities, supporting work-life balance. All of this will foster autonomy in decision making by being courageously responsible for each act.
The consequence of all this is, without a doubt and with sufficient worldwide evidence, the achievement of clear and achievable goals at both personal and organizational levels. In the words of Su et al (2009 as cited in Mesfin 2022), this guarantees high performance in organizations by demonstrating, through their quality products and services, their internal and external leadership in the value they deliver to the market.
This scheme can provide a comprehensive view of how to contribute to a healthy organizational culture of values, commitment, and productivity. The effective implementation of these practices can strengthen the sense of belonging, motivation, and performance in the organization.
