Organizational culture is comprised of attitudes, experiences, beliefs and values. It is the way individuals and groups interact with each other and with parties it comes into contact with outside the organization.

Culture is not something you can see, yet it surrounds you at all times. It is an element that shapes your work enjoyment, your work relationships and your work processes. It is like personality, made up of values, beliefs, underlying assumptions, interests, experiences, habits and personal behavior. It is a set of unspoken and unwritten rules of working together.

Organizational cultures are created, maintained or transformed by its employees or by its leadership. Typically it’s the leaders who establish the parameters, the values and norms that establish the permanence of the organization’s culture.

The organizational culture is made up of all the experiences each employee brings to the organization. It is in the language, decision making, symbols, dress codes, stories, legends and work practices. It is in the company newsletter, bulletin boards, meeting interactions, and the way people collaborate.

Cultural characteristics come into play as a company or organization tries to determine if a candidate is a “good fit” as an employee. It’s hard to define, but sometimes the person doing the hiring can just tell that it “feels right” when making a hiring decision.

Organizational culture consists of three levels: behavior and artifacts, values, assumptions and beliefs. To understand culture, we must understand all three levels.

Many leaders try to shape or reshape their organization’s culture when starting a new company, or when an organization is not performing at its peak level. Cultural change strategies can be implemented to improve organization or company performance.

Culture many not necessarily be defined as good or bad, although it can have an affect on the success of an organization. It can be the norm whether it is spectacular customer service or tolerating poor performance. Sometimes the first contact helps others shape an opinion of your organizational culture.

While it can be a premier advantage for high-performance companies, it can be difficult to change. Culture develops and affects the way in which an organization responds to its internal and external environments. Many times defensive actions hinder and sabotage the organizational system, sometimes unwittingly.

What’s your organization’s culture? My associates, experts on the subject of organizational culture, can help you define your organization’s culture. Or help you determine whether it needs to be further strengthened or changed.