3 Reasons Why Culture is So Important within Organisations

Culture comes up a lot in business and organisations, especially in the academic side around the subject. Despite this though, many people are ok with just accepting a business culture and going along with it, believing that once a culture has come into play, it can’t be changed. Culture is one of the main reasons that companies fail. Even with a great idea, a culture can cripple an organisation from the inside out. In today’s article, I would like to discuss the 5 reasons why culture is so important. Having the Right People It can take years to acquire a team of the right people. Yet that team could ultimately be the failure of the business, because it doesn’t fit together, the culture doesn’t work. Let’s use a football team as an example. Real Madrid and Barcelona of late are the perfect examples. Real Madrid have always been seen as having best players in the world, they spend millions and millions getting these players so that they can compete, but then Barcelona beat them, because they still have great players, but they have built a team… It is exactly the same in businesses around the world. The best companies don’t necessarily always have the best employees, but they have employees who fit with the rest of the group and work well together. Projecting a Brand Image People often don’t think of this, but a culture within an organisation can be a deciding factor of what kind of brand image is projected to people outside of the company. Take Google for example, a few years ago they were gaining a...

Leadership Behaviours

Leadership Definition: Leadership is the building of motivation through individuals in aid of reaching a certain set of objectives. A good leader is someone who can lead to good results, by using what he has in the best way possible. Leadership Behaviours Definition: Another way to look at the ability of a leader is through the way they act, they way they behave. When looking into this theory, two main behaviours were found and put into meta categories. The two identified behaviours were; task-oriented behaviour and people-oriented behaviour. People-Oriented Behaviour As the name suggests this type of leader is more of a peoples person and likes to take care of his organisation by motivating staff, building teams and making employees feel involved as this can build a strong culture and environment in an organisation and in turn, motivated employees lead to harder working employees which consequently means that tasks are done not only better, but in many cases quicker which will help profits at the organisation. Communication in these organisations will be open, which allows them to change quickly as ideas and market changes are quickly realised and passed onto the people who need to know about them. Despite the positives, too much friendship making with the staff may make them felt that they can slack, and therefore not get things done in time, this is because there is no real discouragement from not doing the work on time. As well as this, there may not be a willingness for people to work there way up and push for better results as in these situations people tend to be a lot...