 One of the top priorities for organizations today is how stakeholders see its firm’s culture. The people and culture aspect of an organization is either a major concern to the employer or there is no regard for it. The culture of an organization encompasses more than how many days off or what kind of compensation management is receiving. Values are the beliefs, advancement and development that an organization influences and has over the individuals within the organization, its employees, clients and third parties. A study by the American Public Human Services Association Journal discusses a performance indicator they utilize to measure their culture performance. Via the results of the model the article says, “Organizations at the integrative level will necessarily have positive cultures and climates, including proficiency. This foundation is essential for organizations to address the sweeping challenges required to achieve this level” (Hemmelgarn & Basso, 2016, pg. 27). A businesses culture will either be strong or weak and that doesn’t necessarily mean it’s a good thing or a bad thing. We all have preconceived notions of the DMV, while their culture is strong it also happens to be negatively strong. So, positive or negative, as well as adaptable or inflexible is all measured for a business culture. |
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