ENGLISH FINAL ASSIGNMENT

“Culture in a Workplace”

Created by:
SITI FATIMAH AZZAHRA
2205082021

Course Lecturer :
Heddy Lumbantoruan

Program Studi Akuntansi

Jurusan Akuntansi
2023/2024
 CHAPTER I
INTRODUCTION
1.1. Background

What does work or organizational culture truly mean? It refers to “the practice or method
by which things get done” in a social environment. It encompasses the values, practices and
procedures based on policies of the organization. In sum, it is individuals as a team agreeing
upon the common values that bind them.Culture also implies leadership, hierarchy and levels
of control — all of which vary with the nature and type of organizations. The quality and
details needed in the workplace depend on the nature of the work being done. For instance,
financial sectors like my own (and likely yours) tend to impose higher levels of control due to
the nature of our accountability.

Hierarchy is relevant to organizations that require inspiring and solid leadership. It

provides a clear mission statement and strategic vision. To the individual staff, organizational
culture instills purpose, a sense of value and shared commitment. In a strong culture, the staff
will coordinate smoothly in accomplishing organizational goals and respond within the
framework of the organization’s values and principles. The staff work with each other and for
each other to attain mutual success. This helps the individual identify with the institution,
thus gradually contributing to an organization’s collective personality.Establishing a strong
culture is important in attaining high-performance outputs as it influences behavior within the
organization. Organizational culture has an effective role to play in team development.

What makes an office culture substantial is in providing the company’s biggest asset —
the employees — an opportunity to learn and grow, through an enabling and learning
environment, coupled with a solid support system. Although hard skills or competencies like
professionalism, integrity, communication, planning and organizing, continuous learning,
technology are important, it is equally significant to develop soft skills. These include
kindness, compassion, respect and so forth. In other words, a good EQ is as essential as a
good IQ.

1.2. Research Problem

1. What is workplace culture?

2. Why is work culture important?

3. How to create culture in the workplace?

4. How to improve work culture?

5. What the impacts work culture?

1.3. Objectives

1. Knowing definition workplace culture

 2. Knowing the important of culture in a Workplace

3. Knowing how to create culture in the workplace

4. Knowing to improve work culture

5. Knowing the impact work culture

CHAPTER II

DISCUSSION

2.1. Defenition of workplace culture

Work culture is a collection of attitudes, beliefs and behaviors that make up the
regular atmosphere in a work environtment. Healthy workplace cultures align employee
behaviors and company policies with the overall goals of the company, while also
considering the well-being of individuals. Work culture determines how well a person fits
into their environment at a new job and their ability to build professional relationships with
colleagues. Your attitude, work-life balance, growth opportunities and job satisfaction all
depend on the culture of your workplace.

Work culture is defined as the cumulative effect that leadership practices, employee
behavior, workplace amenities, and organizational policies create on a worker/internal
stakeholder. It can be measured as either positive or negative work culture.

Companies often use the terms corporate culture and work culture interchangeably –
but there are subtle differences between the two concepts. Corporate culture refers to the
shared set of values, goals, and operational principles active at your organization. It is
determined at a strategic level and primarily relates to the external-facing impacts of culture.

We have all heard about work culture and its ability to shape your organization’s
success curve. But are you paying attention to the culture of your workplace specifically?
Work culture is acted out on a daily basis, influenced by your managers, leaders, frontline
employees, and partners/vendors. It is often an intangible concept, but one that has an
immense effect on employee experiences.
 A low attrition rate and high retention often are signs of a good work culture. A strong
recruitment model and brand name may help attract top-tier talent (perceived as the employer
brand) but your work culture is what will retain them.

4 Key Components of Work Culture:

Here are the four typical components that are included in work culture (although not
limited to) and need to be focused on:

1. Work timings and flexibility

This is the first thing an employee will notice when they join your company. How
many days and how long do you work? How many breaks do you take? These details can
vary from company to company and from country to country.

For instance, American work culture typically mandates a 9-to-5 workday, with a 30
min – 1 hour lunch break in between. This gives you a maximum of 40 work hours a week,
beyond which any effort will fall into overtime. On the other hand, French work culture could
imply a 9-to-6 workday (depending on the region in France), with a 2-hour-long lunch break
in between and much larger guaranteed paid leave.

As per the typical French work culture, employees are encouraged to take frequent
breaks in line with the country’s 35 work hours per week mandate.On the other hand many
companies see benefit in not setting any break time and may be flexible in and out time. With
the rise in work from home culture during and post-covid, flexible work timings is gaining
ground as it is less practical to monitor remote employees so closely, and instead choosing to
focus on work delivery timelines.

Companies have widely utilized flexible work arrangements since the implementation
of COVID-19 to improve employee experience and reduce expenses. However, according to
a recent McKinsey surveyOpens a new window of 50 enterprises, these organizations are
still in the early stages of implementing 12 critical principles for successful hybrid work
models. While they place a premium on data, technology, and strategic planning for both on-
site and remote work, striking a harmonious “true hybrid” balance remains a struggle. Even
among forward-thinking businesses, there is untapped potential for improving performance
and optimizing real estate utilization, emphasizing the importance of flexible work in this
evolution.

A flexible work culture would allow employees to choose their own schedules
without having to furnish justifications other than timely and quality delivery of work. But
this will depend entirely on your unique definition of work culture – there are companies like
Zapier that are 100% remote, as well as IBM, which typically frowns upon remote work.

2. Leadership style

This is probably the biggest determining factor for any workplace’s culture. A
manager who gets their hands dirty and takes part in daily tasks vs. a manager who gives
employees the autonomy to take charge while leading from a high level will lead to two very
different types of work culture.

But no matter the leadership style, managers must keep each employee’s personality
and needs in mind when guiding a team. You can develop their capabilities through one-on-
one coaching, equipping them to deliver superior work experiences.

3. Digital transformation

Today, access to digital tools can make a massive difference in how we work. In
companies still holding onto outmoded, manual ways of working, employees will feel that
their time isn’t being used optimally. As Gen Z enters the workforce (the first truly digitally
native generation), digital transformation could make or break your work culture.
Companies can embrace workflow automation to ease the burden on employees, freeing them
up to innovate, learn new skills, take a break from work, pursue a side hustle, or some other
more meaningful activity.
4. Growth

Growth/employee development is another key component of your work culture. In

addition to a company-wide learning and development (L&D)Opens a new window strategy,
you need to reinforce growth opportunities with in-the-moment learning, mentorships, fiscal
rewards that aid an employee’s personal growth, challenging projects/tasks, and more. Once
again, it is these daily “practices” that lie at the heart of the definition of work culture.
Note: Growth must go beyond managerial tracks. Positive work culture will also target
talented employees who are not interested in taking up leadership positions.

Work Culture Examples From the World’s 5 Best Places to Work:

If you’re looking for inspiration to create a positive work culture, what better place to

look than Fortune’s 2020 List of the 100 Best Places to Work! Here’s how the top five

companies on this list approach work culture to reimagine employee experiences.

1. Hilton Hotels doubles down on employee benefits

Hilton Hotels employs over 10 million workersOpens a new window Opens a new
window around the world. To keep them engaged and satisfied, the company offers a rich
suite of employee benefits that covers all the essentials, such as medical insurance, 2–5 weeks
of paid time off, 12 weeks of maternity leave, free meals, and lots more. The company also
invests in lifelong learning for its team members so that they can upskill toward one of the
thousands of opportunities available in the company worldwide.

2. Ultimate Software prioritizes collaboration

 Ultimate Software, the no. 2 Best Place to Work in the World for 2023, designs its
entire workplace around the principle of collaborationOpens a new window .
Its campus is heavy on open workspaces, peppered with whiteboards, yellow boards, and
writable tabletops where one can jot down an idea and share it with others. The company
calls its office a home away from home, complete with leather chairs and upholstered sofas
where you can have a one-on-one discussion – employees call this type of work culture as
one that’s marked by “corporate intimacy”.

3. Wegman’s Food Markets brings its sense of family to the workplace

Wegman’s is a family-owned supermarket chain that has been on Fortune’s Best

Places to Work list for over two decades. And this owes hugely to the company’s work
culture. On Indeed.com, the company has a 4.1 out of 5 culture ratingOpens a new window ,
with employees singling out a family-like environment and friendly co-workers as the key
components of the company’s work culture.

4. Cisco follows a workplace culture centered on consciousness

Cisco’s Conscious Culture has three elementsOpens a new window – environment,

company characteristics, and experience. The last prong, experience, specifically refers to its
workplace culture where employees bring in a degree of awareness in everything that they
do.
Cisco leaders make sure that employees understand expectations, that they are conscious of
employee contributions, and employees can use their strengths in their everyday jobs. To add
to this, Cisco has a plethora of unique benefitsOpens a new window including a “job swap”
to facilitate cross-training, a paid holiday on birthdays, and on-site medical centers.

5. Workday reimagines its workplace based on employee feedback

technology provider, Workday, was committed to giving its employees a superior

work environment. To do this, Workday rolls out a quick two-question pulse surveyOpens a
new window every Friday, where employees can share their feedback on their experiences
across the week.
The company is quick to act on this data – for instance, Workday noticedOpens a new
window that millennial employees weren’t happy with the visibility into their career
pathways. Workday launched career development workshops to correct this, creating a more
positive work culture.

Best Practices for Creating a Positive Work Culture:

Creating a positive work culture involves more than just formulating a culture code or
envisioning a strategy. It is shaped by those small, everyday actions which together make up
an employee’s holistic work experience.

So, if you’re looking to push your workplace’s culture in the right direction, here are a
few best practices to follow.

1. Listen closely to the voice of the employee

Too often, companies implement a new culture with a top-down approach, where
employees have little say in the decision-making process. But it is a smarter idea to take
inspiration from the type of work culture Workday espouses – collect feedback, build a data
repository, and address specific employee needs with your workplace decisions.

2. Go beyond the government-mandated set of benefits

Depending on the location and size of your business, you will have to provide a set of
mandatory employee benefits. But companies with really great work culture are known for
going the extra mile. Whether it is tuition assistance, unlimited vacations, or pawternity
benefits, find a perk that’s unique and sets your workplace apart.
3. Don’t insist on a rigid corporate structure
Now this might vary from American work culture to French work culture to Indian
work culture, and elsewhere, but it is advisable to not let your workplace become too rigid.
For example, a smart-casuals dress code instead of strict formals, moderately lenient
login/logout timings, and a mix of open plan and private spaces (like the ones available at
Ultimate Software) are a good idea.

4. Make the workplace a dynamic, challenging environment

A workplace where employees perform the exact same tasks is bound to trigger
disengagement. Even if you cannot provide fresh work opportunities, you can inject
dynamism via cross-training sessions, innovative events, and more. Also, switch high-
potential employees who have been in the same role for too long to a more challenging area
so that their work experience doesn’t stagnate.

5. Hold your managers accountable

Managerial accountability is at the cornerstone of a positive work environment. There

may be situations where there is a conflict between a manager and their team members –
companies shouldn’t be biased towards the manager in such cases. Collect employee
feedback (see the first point) and validate any complaints before making a decision.

6. Engage in outside-the-office events frequently

Stepping out of the office gives your employees the chance to connect in a casual, 1-
on-1 environment – talking about fun, non-work-related topics. This is critical for creating a
positive work culture, as it drives a sense of community among employees. Outdoor events
like a football tournament can also be effective, as it fosters a sense of healthy competition
and camaraderie.
7. Make social media an extension of your workplace community

Today, all of us turn to social media in our personal lives, using it as a platform to
connect with others and strengthen relationships. You could bring the same principle to your
work culture. Make your company’s social media handle a forum for employee
conversations.

2.2. The Important of Culture in a Workplace

Organizational culture refers to a company's mission, objectives, expectations and

values that guide its employees. Businesses with an organizational culture tend to be more
successful than less structured companies because they have systems in place that promote
employee performance, productivity and engagement. Having a strong company culture
motivates everyone to do their best work. Here are why organizational culture is important:

1. Increased employee engagement

A work environment that possesses organizational culture is driven by purpose and

clear expectations. This motivates and inspires employees to be more engaged in their work
duties and interactions with others. It also leads to high levels of workforce engagement,
which drives productivity. Having a strong connection to an organization and its people
creates an atmosphere of positivity that is hard to ignore
2. Decreased turnover
People who feel valued and respected at a company are less likely to leave it. That's why
it's essential for brands to foster a winning organizational culture that supports their core
values and mission statement. Happy employees mean less turnover, which saves companies
time and money in the hiring process. Companies that achieve a strong culture must take
steps to maintain and improve it.
3. Elevated productivity
When employees have the resources and tools they need to succeed, it helps increase
productivity and performance levels overall. Organizational culture impacts the structure of a
workplace in ways that bring people of the same skill set together. Those who share similar
backgrounds and skills may work more quickly together when tackling company projects.
4. Strong brand identity
A company's organizational culture represents its public image and reputation. People
make assumptions about businesses based on their interactions within and outside of the
company. If it lacks organizational culture or has a weak image, customers may hesitate to do
business with anyone who is associated with the brand. Businesses with a strong brand identity tend
to attract more business and job candidates with similar values who support their mission.

5. Transformational power
Not all businesses have the power to transform ordinary employees into total brand
advocates, but those with a strong organizational culture do. Companies that recognize their
employees' efforts and celebrate team successes are more likely to notice a change employees
as they experience a sense of accomplishment.

6. Top performers
Companies that promote community in the workplace are more likely to retain their best
employees. People who are great at their jobs and know the value of their skills commonly
leave negative work environments where they feel undermined and unappreciated.
Organizational culture builds a high-performance culture that strengthens the work of people
within the company, resulting in a positive employee experience overall.

7. Effective onboarding
More and more, businesses with an organizational culture are relying on effective
onboarding practices to train new hires. Onboarding practices that include orientation,
training and performance management programs help new employees access the right
resources and better transition into their roles. This promotes employee longevity and loyalty
and reduces the amount of frustration some employees experience when they don't have the
information needed to do their job well. Onboarding is a great way for companies to ensure
new hires understand the core values of their business.

8. Healthy team environtment

Organizational culture helps improve workflows and guides the decision-making process.
It also helps teams overcome barriers of ambiguity. Team members who are informed and
knowledgeable about certain processes are often more motivated to finish projects. Having a
clear culture that unifies employees and promotes organized work structures helps people
work together with purpose

2.3. Create Culture in the Workplace

Building a great work culture doesn’t happen overnight. It’s something that evolves
and changes with every interaction with working life. But, to get you started, try focusing on
these key things.
1. Organizational values
It’s crucial to have a set of clear core values that truly reflect the philosophies and
beliefs of your organization. Employees need to know about and buy into these, so make sure
you are communicating them effectively. And make your values real. Don't just sit down
with a sheet of paper and ask yourself what should be on there. Start by looking at the things
your organization actually does. How do you treat employees and customers? How active are
you in the community? How diverse is your leadership team? These answers will be
indicative of your real values. If you think there's something missing, add it as an aspiration
and plan to change behaviors to work toward it. Likewise, if you find that your company's
values aren't what you'd like them to be, decide how you're going to change course. However
you go about it, your values should be reflected in your actions today, or be part of a clear
transformation strategy to change your behavior. Otherwise, they're just words on paper and
your employees will quickly see through them.

2. Organization identity
Your identity makes your organization what it is and ensures it stands out from the
crowd. It’s important because your identity is how people inside and outside the business
perceive you. Maintaining a positive identity is vital if you want to demonstrate your
organization’s professionalism and social responsibility.

3. Leadership
The way leaders and managers communicate - and how they encourage teamwork and
openness - is crucial to creating a positive feeling in the workplace. But it’s often an area that
gets overlooked. With 6 in 10 people in one study saying their manager is why they left their
organizations, it’s clear that lack of trust is hampering relationships. That’s
why leaders should find ways to focus on coaching or developing and empowering their
people to do great work rather than micro-managing.

4. People
Your people are your greatest asset, and a diverse pool of talent can bring different
personalities, beliefs, values, skills and experiences into the mix. That’s something to be
celebrated. A company culture where everyone feels comfortable and included will help
unleash employees’ full potential at work.
Look beyond race, gender and sexual orientation to nurture each person as an individual.
With only 32% of employees feeling like they can be their authentic selves at work and just
44% of employees saying their company’s diversity and inclusion approach feels sincere 4,
there’s a massive opportunity for organizations to improve.

5. Workplace norms
Workplace norms are rules and traditions that guide how people do things. They’re
not usually written down. And they’re often so embedded that people can become unaware of
behaviors and actions – even if they’re inappropriate. Because they’ve become ingrained in
everyday routines, they help create a feeling of normality. But just because a business has
always done something a certain way doesn’t mean it’s acceptable today. As workplace
norms evolve, everyone needs to understand the way they should behave at work.

6. Policies
Company rules, decisions and policies can all shape organizational culture.
Recruitment, onboarding, dress codes, recognition programs, training, performance
management, wellbeing and work-life balance can all make a difference to the success of
your business. In particular, having clear, transparent policies for bullying or harassment
shows you take inappropriate behavior seriously.

7. Communication
With the rapid growth of remote working and dispersed workplaces, open
communication is critical for productive workplace cultures. People need to be informed.
They want to stay in the loop and know what’s going on in their organization, even if it
doesn’t affect them directly. They want to access information quickly, collaborate, share
ideas and solve problems wherever they are, at any time, from any device. All teams have
interpersonal conflicts from time to time, but a functional work culture will help you resolve
issues quickly and professionally.
 8. Working environment
A working environment should be a place where everyone feels safe, engaged,
inspired and productive. Your workplace's physical setting is important because it affects
how people do their jobs day in, day out. Lighting, noise levels, temperature and desk layout
can all affect mood, whether you’re working in an office, warehouse or home. No one wants
to feel uncomfortable while they’re working.

9. Subcultures
If you’re working for the same organization, you’re all on the same side, right? Not
necessarily. A ‘them and us’ situation can often develop between different departments or
teams if they don’t communicate effectively. Subcultures within your organization have the
potential to disrupt the overall culture. But positive subcultures that complement each other
can get everyone working together to achieve the same overall aims and objectives.

2.4. Improve the Culture in Workplace

1. Create opportunities for employees to connect

Even in a remote work environment, employees need to be able to communicate and
connect with one another outside of just work. Creating opportunities for employees to
connect develops trust, improves the company culture and increases employee retention.To
make those relationships a priority, leaders can host team lunches and activities like a remote
movie watch party or a virtual escape room during work hours. Leaders can also encourage
bonding through smaller actions like taking the time to chat with an employee after lunch or
asking an employee about themselves during a one-on-one. Those activities show that non-
work-related tasks are just as valuable. Beyond that, shared Slack channels on non-work
topics and remote gatherings can also create spaces for employees to chat about something
other than the project deadline.Just make sure there are boundaries and that the events are
inclusive. Not every team outing needs to be a happy hour or sports event. There can also be
a tendency to equate employee relationships to being “a family,” but that can introduce a host
of misunderstandings and challenges, Fontes said. She’s seen companies where they use
“family” as an excuse to send emails and texts after work hours and ask employees for
“favors” outside of their normal responsibilities. So it’s important to review how you frame
employee connections and eliminate that phrase, Fontes said.

2. Help employees advance their careers

While celebrating employees and giving feedback is important, be sure to supplement

positive recognition with opportunities for meaningful career advancement. The most
common reason employees leave a company is for new career opportunities, according
to Work Institute’s 2021 retention report.Consider creating a transparent career growth plan.
Chart what steps employees need to take to advance in their career and make their goals a
part of one-on-one discussions. Those guidelines will also hold managers accountable for
who they’re promoting and why. When career growth opportunities are limited, providing
employees with training opportunities can also be a great way to signal you are invested in
them, Caitlin Golden, digital marketing agency closerlook’s VP of HR, previously told Built
In.

3. Make transparency a priority

Employee satisfaction is greatly affected by the ability to trust senior management.
Build trust with employees and cultivate a reputation as a trustworthy employer by
increasing transparency across the company. Prioritize top-down communication by
keeping employees informed about the business through company-wide emails and timely
updates during town hall meetings.Establish an open-door policy by making members of
the C-suite more accessible through office hours and small group discussions. In a hybrid
or remote workplace, you can over-communicate your thought process with employees,
set up daily check-ins and offer open virtual meeting hours.

4. Create an employee recognition program

Employees who hardly receive recognition throughout the year from someone in a
leadership position are 74 percent less likely to remain at their company the next year.
Show employees you value and appreciate their contributions to your company by
recognizing top performers through employee spotlights. Openly recognizing employees
who reflect company values reinforces the values and culture that you want to create.
Give teams the tools and resources they need to recognize their colleagues. This can be
done through anonymous nominations that lead to a company-wide shoutout or through
internal communication channels. Doing so increases camaraderie between employees,
encourages more standout performances and convinces high-performing employees to
stick around.

5. Give employees flexibility

As employees balance working from home and their life responsibilities, flexible
schedules and open vacation policies have become necessities in creating a culture that
keeps employees engaged. Life happens and knowing they can count on their employer to
be understanding and accommodating makes employees feel valued. Beyond that,
providing stipends that employees can use to address their mental and physical health and
even set up their own workspace can go a long way to improving the remote work
experience for employees. This leads to higher levels of employee engagement, which
positively impact productivity and profitability.

6. Celebrate team wins

Equally as important as recognizing individual contributions is celebrating company
wins and milestones as a team. Employees adopt an owner’s mentality when they’re made
to feel like part of the broader strategy team, and including them when celebrating major
achievements improves transparency within the company.

7. Prioritize timely and respectful feedback

Employees crave constructive feedback, and simply implementing annual reviews
isn’t making feedback a priority. In fact, most employees find annual performance
reviews to be ineffective: 92 percent of employees want feedback more than just once a
year. Encourage managers to incorporate more regular feedback sessions into their team
dynamic so feedback is timely and employees can act on it. Additionally, ask for
 feedback from employees more often. If you launch a new initiative or implement new
software, ask your team for their thoughts shortly thereafter. Doing so will ensure that the
decisions you make are benefitting your company culture and will make employees feel
valued by their employer.

8. Address mental health

Employee burnout is on the rise. Job website Indeed surveyed more than 1,500
employees in March 2021 and found that 52 percent of respondents were feeling burnt out.
That feeling is even more common among people working virtually, according to the survey.
As a result, it’s more important than ever to address employee health and wellness within
your culture. A helpful place to start is to review the goals you set for employees. While it’s
important to be ambitious, your expectations need to be reasonable and flexible. Reaching
them shouldn’t come at the cost of an employee’s personal life. It’s also important for
managers to create space for employees to tend to their mental health. Incorporating wellness
days, increased paid time off and flexible work hours into your benefits package can all go a
long way toward improving employee work-life balance.

Finally, make personal check-ins a part of one-on-ones. When every conversation is

about work and productivity, it can make employees feel like they aren’t doing enough.
Carving out time to ask your employees how they’re doing gives them the space to vocalize
when they feel overwhelmed or need some assistance. Regardless of where you’re starting
from, it’s important to remember that you can improve company culture. Ensure you have the
full support of your leadership team, HR department and employees. Collaborating with all
levels of your organization is more likely to produce a company culture where all of your
team members feel valued and welcome.

2.5. Impact the culture in Workplace

The Impact of Organizational Culture on Employee Behavior:

1. Productivity: A positive organizational culture can increase productivity by

creating a work environment that fosters collaboration, communication, and
innovation. Employees who feel valued and supported are more likely to be
motivated and engaged in their work.

2. Job satisfaction: Organizational culture can also have a significant impact on job
satisfaction. Employees who feel that their work is meaningful and that their
contributions are valued are more likely to be satisfied with their job and
committed to the organization.

3. Turnover rates: A negative organizational culture can lead to high turnover rates
as employees become dissatisfied with their work environment and seek
opportunities elsewhere. This can be costly for organizations in terms of
recruitment and training.
 4. Innovation: A positive organizational culture that fosters creativity and
innovation can lead to new ideas and approaches that can benefit the
organization in the long term.

Strategies for Improving Organizational Culture:

1. Define and communicate values: Clearly defining the values of the organization
and communicating them to employees can help create a shared sense of purpose
and direction. This can foster a positive culture and help employees understand
how their work contributes to the larger goals of the organization.

2. Lead by example: Leaders within the organization should model the behavior
they expect from employees. This includes demonstrating respect, openness, and
a commitment to continuous improvement.

3. Encourage collaboration and communication: Creating opportunities for

employees to collaborate and communicate can help build trust and foster a sense
of community within the organization. This can be achieved through team-
building activities, open-door policies, and regular feedback sessions.

4. Invest in employee development: Providing opportunities for employee

development can help employees feel valued and invested in the success of the
organization. This can include training, mentoring, and career advancement
opportunities.

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WORKPLACE CULTURE EXAMPLES

A healthy working culture promotes an atmosphere that drives employees to work

efficiently, stay longer and ultimately love their job. Seriously. Strong workplace culture
leads to 72% higher employee engagement. With everyone aligned to the same values and
goals, individuals are equipped for better collaboration, innovation and problem
solving. Feeling inspired? We hope so. Here are six great examples of workplace culture that
companies can emulate. Maybe you’ll see what your company is already doing and be able to
better solidify your own workplace culture.

1. Focus On Customer Service

If you work in a customer-facing industry, it’s likely that your organization prides
themselves on excellent customer service. After all, that’s the goal for a customer-facing
company. But what can a customer-focused culture do for your company? A customer service
culture empowers employees to put customers first and solve problems in a timely manner.
Employees understand who the customer is and what matters to them. For example, a retail
employee who is aligned with the customer service culture might quickly look for an
innovative solution to help a customer return a tricky product.

To build a customer-service focused culture, one of the most important things to do is hire
the right people. Potential employees should not only have the experience and skills required,
but should display quality people skills and be respectful in every interaction. But don’t stop
there. Regularly recognize excellent customer service in company meetings and reward your
top performers.

2. Task-Oriented

If your team members often find themselves heads down while executing on projects,
it’s likely that you have a task-oriented culture. It’s about the grind here. This type of culture
prizes employees who manage time efficiently and get tasks done on time. Autonomy is often
a value in this type of organization, with team members solely responsible for the tasks they
have been assigned. Employees who work in this kind of culture might find they love their
autonomy and the thrill of success after a big project.

To build a task-oriented culture, ensure the right processes are in place for efficient
work. Have a team member present their work in a company meeting who has redesigned a
procedure that led to improvements. Make sure tasks have clearly defined owners and
deadlines. Having employees show how they can be efficient can help inspire others and
cultivate the task-oriented culture you want.

3. Results-Driven
 Does your organization have measurable goals that are visible for every employee in
the company? Are team members expected to report on how the work they do maps back to
these overarching goals? If so, you’re likely working in a results-driven culture. This type of
culture focuses largely on metrics like revenue and market share. The work that happens
matters, but what the work actually does matters more.

To build a results-driven culture, highlight your organization’s goals often in

company meetings. Report on the progress that each team is contributing and celebrate when
the goals are met. Transparency is an important value for a results-driven organization. If the
leadership team isn’t transparent about progress towards goals, those goals will cease to have
meaning to the individuals whose work can move the needle. Results need to be
communicated to really motivate your employees in your culture.

4. Focused On Wellbeing

Less than one in four U.S. employees feels strongly that their organization cares about
their wellbeing. If your employees are part of the 25%, you definitely have a good wellbeing
culture. If not, prioritizing wellbeing is a great next step for your organization to take. A
culture of wellbeing aims to support and empower employees to focus on their health and
lifestyle. This includes emotional wellbeing, social wellbeing, financial wellbeing and
physical wellbeing. Should your culture prioritize wellbeing? Probably. Right now burnout at
work is costing the country $322 billion. A wellbeing-focused culture keeps your employees
healthy and your company running smoothly.

To create a culture of wellbeing, make sure your leadership exemplifies wellbeing. Do

they take appropriate time off? Do they frequently discuss and encourage wellbeing? Do
employees feel comfortable speaking with managers about workload and scheduling? If not,
they should.

A company that truly cares about its employees takes the time to understand them and
their needs. Consider issuing an employee benefits survey to get a feel for what your team
members would profit from. Evaluate benefit and wellness packages based on the results.

5. Connected

In a connected culture, employees feel accepted, valued and included. Belonging is

prioritized as a value and team members are often interested in each other's lives outside of
the workplace. In this type of culture, leaders prioritize effective communication and
collaboration. Connection benefits the company too. Connected employees feel happier, less
stressed, and more engaged.

How do you build connection? Frequent team building is an effective tool. This type
of activity allows employees to engage with one another outside of a typical working
environment. Believe it or not, fun helps. These activities show off individuals’ strengths,
weaknesses and personality. Letting your employees showcase their unique personalities lets
them make connections and feel at home, while at work (yes, even if they’re working from
home).

6. Innovative
 An innovative culture prides itself on cutting edge solutions, out-of-the-box
brainstorming and big ideas. Innovative projects are highlighted frequently in company
meetings, and there are often budgets available for trying new things. This type of company
has a positive outlook on failure as something to be learned from. Teams feel safe to share
wild ideas and risky propositions. It’s all about the journey here.

To strengthen a culture of innovation, consider setting aside one working day entirely
for new ideas. Encourage employees to spend the day thinking of new processes, solutions
and ideas. Have team members present these innovative ideas and have a prize for the most
out of the box suggestion. Don’t forget to reinforce the ideas that are thrown out, so
employees feel encouraged rather than discouraged to join in.

What social sanctions are common in a workplace?

A workplace has norms that govern appropriate behaviour, even if you are may not
fully aware of them. All workplaces do. When humans interact social norms are developed
and these norms are enforced by social sanctions.

A sanction is a reaction from others to the behaviour of an individual or group. In

general sanctions for conformity are positive while sanctions for nonconformity are negative.
The list of possible sanctions in social interaction is huge, as is the range of their severity.
Not all norms carry the same sanctions because not all norms are of equal importance in a
culture. Some examples of sanctions for nonconformity include shame, ridicule, sarcasm,
criticism, disapproval, social discrimination, and exclusion, as well as more formal sanctions
such as penalties and fines.

Different people and groups also tend to sanction in different ways. I personally don’t
tend to yell at people but I can give a look of disapproval that is decidedly icy.Sanctions
themselves tend to be normative. For example in my cricket team most minor deviations from
group norms tend to be sanctioned by ridicule. I would not say we have a negative culture,
just that nonconformity tends to be light heartedly ridiculed. For us this is effective for the
group to promote desired behaviour.

Clearly excessive or inappropriate sanctioning can be a problem. We need to be very

careful that sanctions are only used where appropriate for nonconformity, or conformity in
the case of adherence to the accepted norms.Creating and maintaining a successful culture
involves appropriate coordination of the accepted means of social control (social sanctions)
to ensure adherence to the established or desired social norms.

Types of sanctions

Sanctions can be formal or informal. Formal sanctions are imposed through formal
means by an organization (or representative) upon individuals. They are normally clearly
defined, and can include fines or rewards for deviation or compliance. They are often
documented in policy, rules or regulations.
 Informal sanctions are imposed by individuals or groups upon other individuals or
groups without the use of a formal system. Scornful looks, shunning, boycotts, and other
actions are forms of informal sanctioning.Another distinction between different types of
sanctions is useful: between internal and external sanctions.Internal sanctions are
consequences imposed by the individual herself, based upon compliance with social norms.
So, for example, an individual might suffer from embarrassment, shame or depression as a
result of noncompliance and associated exclusion from social groups.

External sanctions, on the other hand, are consequences imposed by others and
include things like expulsion from a group, public humiliation, punishment by management,
and arrest and imprisonment, among others.Sanctions do not have to be activated to be
effective. The threat or possibility of a sanction can influence behaviour.

Can leaders control culture with social sanctions?

As mentioned earlier a successful culture involves appropriate coordination of

the accepted means of social control. This requires a careful balance of positive and negative
sanctions for conformity and nonconformity respectively. These sanctions must be
appropriate and accepted, meaning that they must carefully match what is normatively
appropriate for the group or organisation.

For example a public flogging is a social sanction, but there would be few
organisations anywhere in the world today where this would be appropriate. This is obviously
an extreme example. We need to consider whether a sanction is appropriate from a
normative, moral and legal perspective, as well as how the sanction will affect our
organisational culture.

As discussed earlier in relation to my cricket team, ridicule can be an effective sanction. But
it can also negatively affect culture by creating an environment that is less safe, open, and
supportive. Therefore sanctions need to be carefully and appropriately coordinated.

The role of reputation

Reputation is a significant motivator for continued behaviour. If someone develops

a reputation for behaving in a certain way they typically feel pressure to continue to act in
that way. This can be a very positive factor in encouraging desired behaviour, but can create
and perpetuate undesirable behaviours.

First a negative example: On Robert’s first day he expressed cynicism towards a

project the group was working on. “It’s not like it’s going make any difference”. He was
sanctioned by his manager because negativity was not a desired behaviour. “If you keep that
up we’ll have to call you ‘Negative Ned’”. The nickname stuck. Robert would often be called
Ned, especially when he expressed negativity or cynicism. This label encouraged him to
continue, so what appeared to be a sanction was actually reinforcing the undesirable
behaviour by casting him in this role.Labels can also have a positive role where they typecast
positive behaviours. For example, one day Jane helped another member of the team and her
manager sanctioned the behaviour to reinforce it as a desirable norm. Remember a sanction
can be positive or negative for conformity or nonconformity. Her manager said: “You’re a
helpful person Jane”. This label resonated with Jane and it reinforced her belief that she is a
helpful person. This reputation, even if only internal, then encouraged her to continue to be
helpful in future.

Sanctions, reputation and expectations

Leaders have control over sanctions by choosing how they sanction, and by
influencing how others sanction. This is of vital importance since leaders have a
responsibility to create a positive culture in their group or organisation.Leaders need to
consider how they use each of the different types of sanctions, how these sanctions typecast
people, and how their sanctions set behavioural expectations.

The types of sanctions are listed below. See above for description.

 Conformity / Nonconformity
 Formal / Informal
 Internal / External

Sanctions should be appropriate, accepted, and carefully coordinated to build or

construct the desired culture. Leaders also need to very carefully consider how the use of
negative sanctions for nonconformity may negatively influence the group or organisational
culture. Generally leaders should focus on the use of positive sanctions for conformity to the
established or desired norms.

Sanctions can lead to typecasting where an individual develops a reputation (external)

or identifies with a certain label (internal). This be positive where they are cast into positive
behavioural roles, but negative where they are not. Creating a positive and productive culture
in an organisation can be a delicate task that requires careful thought and delicate
implementation.
 CHAPTER III
CONCLUSION DAN SUGGESTIONS

3.1. CONCLUSION
Work culture is formed as soon as the work unit or company is established, meaning
that it takes time to survive, even tens or hundreds of years, to form a work culture. Work
culture certainly differs from one company to another, this is because the foundation and
behavioral attitudes reflected by each person in the company are different.

Work culture can develop in a number of different ways and processes. " The
formation of a work culture can occur because it is initiated by the
founders or top management or appointed officials, so that the amount of influence they have
will determine the particular way things are carried out in the work unit or company they
lead . " Robbins 1996:301-302 states that " Work culture is built and maintained based on the
philosophy of the founder or leader " . This culture is greatly influenced by the criteria used
in hiring its workforce . Good or bad leadership actions will greatly influence acceptable
behavior.

A well-formed work culture will be a benefit because every worker in

a company needs a good scope of work for the sake of progress in the company , but work
culture will have bad consequences if the workers in the company have differences , both in
terms of views, opinions, energy and mind.

To improve a good work culture, it takes time to change it, so the leader's
commitment to attitude and behavior needs to be improved which will then be followed by
his subordinates.

The formation of a work culture begins with the leader's level of awareness because
the relationship between the leader and his subordinates greatly determines what is carried
out in a company . Every work culture that has been formed in the company will foster
values including :

1. Discipline; Behavior that is always based on the regulations and norms that apply in the
company . Discipline includes compliance with laws and regulations, procedures, working
hours, interacting with work partners, and so on.

2. Openness; Readiness to give and receive correct information from and to fellow partners for
the benefit of the company .

3. Respect each other; Behavior that shows respect for individuals, the duties and
responsibilities of other people, fellow work partners.
4. Cooperation; Willingness to give and receive contributions from and/or to work partners in
achieving company goals and targets (collaborating).

From the values above, it is clear that work culture has a very significant role as the
company's foundation in achieving its goals effectively and efficiently . Building confidence
in human resources or instilling the values mentioned above will underlie the attitudes and
behavior of individuals within the company .Work culture will change the attitudes and
behavior of human resources in improving the quality and quantity of work results so as to
achieve higher work productivity in facing future challenges.

3.2. SUGGESTIONS
It is hoped that readers will increase awareness in implementing culture in the
workplace. Having a good culture will have an impact on performance and positive views
from various levels of society. There is nothing wrong if we live in a habit of practicing good
culture, both in the world of work and in everyday life.