Role of Employees in Organization Culture

An organization is a place where people from diverse backgrounds, religions, and communities unite to pursue a common objective. Each organization establishes a set of principles and policies that all employees must adhere to.

The beliefs, values, and practices upheld by an organization collectively constitute its culture, providing employees with a sense of purpose. This workplace culture plays a crucial role in shaping the organization's brand image, setting it apart from competitors.

Employees are the most valuable assets of any organization. Their dedication and efforts are essential for the organization's smooth operation. They work diligently to meet assigned targets within specified deadlines.

Employees significantly influence the workplace culture. Their behavior, attitudes, and interests contribute to shaping the culture. Let's explore how employees impact workplace culture through the following scenarios:

Organization A: In this organization, employees show little concern for organizational policies and view work merely as a means to earn money. They lack attachment to the organization and tend to leave quickly. Such employees do not contribute positively to the organization's culture.

Organization B: In contrast, employees in Organization B prioritize adherence to organizational rules and guidelines. They focus on their work, aim to complete tasks ahead of schedule, and avoid unnecessary gossip or distractions. Their commitment to a disciplined work ethic contributes to a more positive workplace culture.

Organization C: Organization C exhibits a male-dominated culture where late working hours are common. Employees willingly stay late to finish pending tasks, with flexibility in their work hours. The culture of late working is not imposed by the organization but is shaped by employee preferences.

In all these scenarios, the work style and behavior of employees play a significant role in defining the workplace culture. The thoughts and assumptions of organizational members further influence this culture.

Motivated and satisfied employees tend to foster a healthy workplace culture compared to their demotivated counterparts.

Some organizations encourage employees to embrace challenges, facilitating continuous learning. Employees are assigned roles and responsibilities aligned with their interests and expertise, motivating them to outperform their peers. Such organizations maintain a robust culture as employees take their work seriously and adhere to policies.

Conversely, certain organizations must exert control and monitor employees closely to ensure they fulfill their duties, leading to a weaker organizational culture.

In some workplaces, assertive employees promote healthy competition, with each individual striving for management recognition. Such organizations nurture a culture where employees actively seek to impress management.

Employees driven by a desire for recognition contribute to a positive workplace culture, unlike organizations where creativity and innovation are lacking.

In environments marked by constant disputes and negativity, employees struggle to concentrate, often seeking opportunities elsewhere.

The culture of an organization is deeply influenced by the behavior and attitudes of its employees. Motivated and engaged employees typically contribute to a positive culture, while disengaged or contentious employees can erode it. Recognizing the impact of employees on workplace culture is essential for organizations aiming to foster a harmonious and productive work environment.

Role of Employees in Organizational Culture
1. Cultural Ambassadors
Employees act as ambassadors of the organization's culture by embodying its values, beliefs, and norms in their daily actions and interactions. They set an example for others to follow.
2. Cultural Reinforcers
Through their behaviors, employees reinforce the desired culture. They uphold the organization's core values and help maintain a consistent cultural identity.
3. Cultural Challengers
Employees may challenge aspects of the existing culture that they perceive as problematic or counterproductive. Their feedback and constructive criticism can lead to positive cultural evolution.
4. Cultural Learners
Employees adapt and learn from their colleagues, superiors, and the overall work environment. They assimilate the culture and its unwritten rules as part of their professional growth.
5. Culture Creators
Employees, especially leaders and long-term team members, have the power to shape the culture by introducing new ideas, values, or practices that align with the organization's goals and mission.
6. Cultural Integrators
In multicultural or diverse workplaces, employees play a vital role in integrating different cultural perspectives and promoting inclusion and understanding.
7. Cultural Change Agents
When organizational culture needs to evolve, employees may be catalysts for change. They champion new cultural initiatives, drive transformation, and inspire others to follow suit.
8. Cultural Guardians
Employees help protect the culture from potential threats or deviations. They may flag behaviors or decisions that could undermine the organization's cultural integrity.
9. Cultural Mentors
Experienced employees mentor newcomers, guiding them in understanding and assimilating into the organization's culture. This helps preserve the culture's continuity.
10. Cultural Evaluators
Employees provide feedback on the effectiveness of the culture in achieving organizational goals and employee satisfaction. This feedback can inform cultural adjustments as needed.

It's important to note that employees collectively contribute to the dynamic nature of organizational culture, and their roles may overlap or evolve over time as the organization and its cultural values evolve.

Organizational culture plays a vital role in shaping the identity, values, and behavior of an organization. It is the collective set of beliefs, norms, values, and practices that define how things are done within an organization. While organizational culture is influenced by various factors, employees play a central role in both shaping and being shaped by it. In this comprehensive exploration, we will delve deep into the multifaceted role of employees in organizational culture, spanning from how they influence culture to how culture, in turn, affects them. This discussion will provide valuable insights into the symbiotic relationship between employees and organizational culture, emphasizing its significance in achieving organizational success.

1. Employee as Culture Creators

Organizational culture does not exist in a vacuum; rather, it is created and sustained by the people within the organization, primarily the employees. Here's how employees act as culture creators:

a. Values and Beliefs: Employees bring their individual values and beliefs into the workplace. These values and beliefs are integrated into the broader organizational culture, influencing the ethical framework and guiding principles that shape the organization's identity.

b. Behavior and Norms: Employees' behaviors and actions establish norms within the organization. For example, if employees consistently display punctuality, dedication, and respect, these behaviors become cultural norms. Conversely, if they tolerate unethical behavior or a lack of professionalism, this too becomes part of the culture.

c. Communication: Employees engage in interpersonal communication that reflects and reinforces cultural norms. How they communicate, whether it's open and collaborative or secretive and competitive, contributes to the culture's character.

d. Innovation and Adaptation: Employees' attitudes towards innovation and change can shape the culture. Organizations with employees who embrace change and innovation tend to have cultures that are more adaptive and forward-thinking.

e. Leadership: Leadership behaviors significantly impact organizational culture. Leaders set the tone for what behaviors are acceptable and rewarded, directly influencing the culture.

2. Employees as Culture Carriers

In addition to creating culture, employees serve as culture carriers. They transmit cultural values, practices, and traditions to new employees and reinforce them among existing ones. Here's how they do it:

a. Onboarding: When new employees join an organization, they go through an onboarding process where they learn about the company's culture. Existing employees play a crucial role in this by mentoring and guiding new hires in understanding and assimilating into the culture.

b. Socialization: Organizational culture is reinforced through socialization. Employees interact with each other, sharing stories, experiences, and insights that illustrate cultural norms and expectations. For instance, sharing stories about how the company values teamwork and collaboration reinforces these cultural aspects.

c. Peer Influence: Employees are influenced by their peers. If a group of employees demonstrates commitment to the organization's values and practices, others are likely to follow suit. Peer pressure can be a powerful tool for maintaining cultural consistency.

d. Leadership Alignment: When employees observe that leadership aligns with the culture by walking the talk, it reinforces their commitment to the culture. Conversely, a misalignment between leadership and culture can lead to cynicism and cultural erosion.

3. Employees as Culture Defenders

Employees act as defenders of the organizational culture, protecting it from external threats and internal deviations. Here are some ways in which they fulfill this role:

a. Maintaining Standards: Employees are responsible for upholding the standards and values set by the organization. They challenge behaviors and practices that deviate from the established culture and report any unethical conduct or violations.

b. Resisting Cultural Erosion: Over time, cultures can change, sometimes for the worse. Employees who are deeply committed to the organization's culture can resist such changes and work to preserve the core values that define the organization.

c. Feedback Mechanism: Employees are often the first to notice when there is a disconnect between the stated culture and actual behaviors. They provide valuable feedback to leadership, helping them make necessary adjustments to align the culture with the organization's goals.

d. Cultural Education: Employees educate each other and new hires about the importance of the culture and why it should be preserved. This education serves as a constant reminder of the values that underpin the organization.

4. The Influence of Leadership on Employees and Culture

Leadership plays a pivotal role in shaping both employees and organizational culture. Leaders set the tone, establish priorities, and model behaviors that employees often emulate. Let's explore how leadership influences the workforce and culture:

a. Leading by Example: Leaders are cultural role models. Their actions and decisions are closely scrutinized by employees, who look for cues on how to behave and what is valued within the organization. When leaders consistently exhibit the desired cultural traits, employees are more likely to follow suit.

b. Defining Vision and Values: Leaders are responsible for defining the organization's vision, mission, and core values. These elements form the foundation of the organizational culture. Effective leaders communicate these principles clearly and ensure they are integrated into daily operations.

c. Creating a Culture of Inclusivity: Leaders have the power to foster an inclusive culture where diverse voices are heard and respected. Inclusive leadership promotes a culture of innovation, creativity, and collaboration.

d. Encouraging Employee Engagement: Leaders who prioritize employee engagement contribute to a positive organizational culture. Engaged employees are more likely to align with the organization's values, contributing to a healthier cultural environment.

e. Accountability and Consequences: Effective leadership enforces accountability for behaviors that align with the culture and provides consequences for those that deviate. This helps maintain cultural consistency.

f. Cultural Adaptation: Leaders also play a critical role in guiding cultural adaptation when necessary. They should be responsive to changes in the external environment and open to adjusting the culture to meet new challenges.

5. The Impact of Organizational Culture on Employee Behavior

Organizational culture exerts a profound influence on employee behavior. It shapes how employees perceive their roles, interact with colleagues, and respond to challenges. Here are some ways in which culture affects employee behavior:

a. Work Ethic: A culture that values hard work and dedication tends to motivate employees to put in extra effort. Conversely, a culture that doesn't prioritize these values may lead to reduced productivity.

b. Teamwork vs. Individualism: Organizational cultures vary in their emphasis on teamwork versus individualism. A culture that promotes teamwork encourages collaboration, while one that emphasizes individualism may foster competition among employees.

c. Communication Styles: The communication style within an organization is often a reflection of its culture. A culture that values transparency and open communication encourages employees to express their ideas and concerns freely.

d. Risk-Taking: Some cultures encourage risk-taking and innovation, while others prioritize stability and caution. The prevailing culture can impact how willing employees are to take risks and propose new ideas.

e. Conflict Resolution: Culture influences how conflicts are resolved within an organization. A culture that encourages open dialogue and conflict resolution can lead to healthier workplace relationships.

f. Adaptability: Organizations with adaptive cultures are better equipped to navigate change and uncertainty. Employees in such cultures tend to be more flexible and open to new approaches.

g. Customer Focus: The degree to which an organization is customer-focused is often a reflection of its culture. A culture that prioritizes customer satisfaction will lead to behaviors aimed at meeting customer needs.

6. Organizational Culture and Employee Well-Being

The impact of organizational culture extends beyond work-related behaviors; it also affects the well-being of employees. A positive culture can enhance well-being, while a negative one can lead to stress and burnout. Consider the following aspects:

a. Work-Life Balance: A culture that values work-life balance promotes employee well-being by allowing employees to maintain a healthy equilibrium between their professional and personal lives.

b. Supportive Environment: A culture of support and camaraderie can enhance employee well-being. Employees who feel valued and supported by their colleagues and supervisors tend to experience less stress.

c. Recognition and Appreciation: Cultures that recognize and appreciate employee contributions boost morale and job satisfaction. Employees who feel valued are more likely to experience a sense of well-being.

d. Mental Health: Organizational culture can influence the stigma surrounding mental health. A culture that encourages open discussions about mental health issues is more likely to support employee well-being.

e. Safety: In safety-sensitive industries, a culture of safety is paramount. A strong safety culture prioritizes the well-being of employees by minimizing workplace hazards and promoting safe practices.

f. Career Development: A culture that encourages career development and learning can enhance employee well-being by providing opportunities for growth and advancement.

7. Managing Organizational Culture

Given the central role of employees in shaping and sustaining organizational culture, effective management of culture involves understanding and leveraging this relationship. Here are strategies for managing organizational culture with a focus on employees:

a. Cultural Assessment: Conduct regular cultural assessments to understand the current state of your organization's culture. Solicit feedback from employees to identify areas that need improvement.

b. Leadership Development: Invest in leadership development programs that emphasize the importance of leaders as cultural role models. Ensure that leaders understand how their behaviors influence the culture.

c. Training and Development: Provide training and development opportunities that align with the desired culture. This includes programs on communication, teamwork, conflict resolution, and cultural awareness.

d. Communication: Foster transparent and open communication channels. Encourage employees to share their perspectives on the culture and involve them in discussions about cultural changes.

e. Recognition and Rewards: Implement recognition and reward systems that reinforce desired cultural behaviors. Acknowledge and celebrate employees who exemplify the culture.

f. Onboarding and Orientation: Enhance your onboarding process to immerse new employees in the culture from day one. Pair them with culture champions who can guide them.

g. Feedback Mechanisms: Establish mechanisms for employees to provide feedback on the culture, leadership, and workplace environment. Act on this feedback to make necessary improvements.

h. Cultural Evolution: Be open to evolving the culture as the organization grows and adapts to changing circumstances. Involve employees in discussions about cultural evolution.

i. Inclusivity Initiatives: Promote diversity and inclusion within the organization. Ensure that employees from diverse backgrounds feel valued and included in the culture.

j. Wellness Programs: Implement wellness programs that support employee well-being, both physical and mental. A healthy workforce is more likely to contribute positively to the culture.

k. Conflict Resolution: Develop effective conflict resolution processes that align with the cultural values of open communication and fairness.

l. Role Modeling: Encourage employees at all levels to become cultural champions and role models. This can help in distributing the responsibility of culture management.

8. Challenges in Shaping and Sustaining Organizational Culture

While employees play a critical role in shaping and sustaining organizational culture, several challenges can hinder these efforts:

a. Resistance to Change: Employees may resist cultural changes, especially if they are deeply entrenched in existing norms and practices.

b. Cultural Inertia: Over time, cultures can become resistant to change, leading to cultural inertia where employees are reluctant to adopt new behaviors.

c. Leadership Misalignment: When leadership is not aligned with the desired culture, it can create confusion and cynicism among employees.

d. Diversity and Inclusion: Building an inclusive culture that accommodates diverse perspectives can be challenging, especially in traditionally homogenous organizations.

e. Remote Work: The rise of remote work has created new challenges in maintaining and building a cohesive organizational culture.

f. Employee Turnover: High turnover rates can disrupt the continuity of culture, making it challenging to maintain a consistent cultural identity.

g. Mergers and Acquisitions: When organizations merge or acquire other companies, integrating different cultures can be complex and may lead to cultural clashes.

h. Globalization: Organizations operating in multiple regions must navigate the complexities of managing a global culture that respects local nuances.

i. Ethical Dilemmas: Ethical lapses can erode trust and damage the culture. Organizations must be vigilant in addressing ethical challenges promptly.

j. Sustainability: Building a sustainable culture that can withstand long-term challenges and changes requires ongoing effort and vigilance.

9. Case Studies: How Organizations Have Leveraged Employee Involvement in Culture

Several organizations have successfully leveraged employee involvement in shaping and sustaining their cultures. Let's examine a few case studies to understand how they achieved this:

a. Google: Google is known for its innovative and inclusive culture. The company encourages employees to spend 20% of their time working on personal projects, fostering innovation. Google also values employee feedback, using surveys and open forums to gather input on various aspects of the culture.

b. Zappos: Zappos, an online shoe retailer, has a unique approach to culture. They prioritize hiring employees who fit the company culture and offer a $2,000 bonus to employees who decide to leave within their first month if they don't feel it's a good fit. This commitment to cultural alignment has contributed to their success.

c. Netflix: Netflix places a strong emphasis on freedom and responsibility in its culture. Employees are trusted to make decisions and are encouraged to take calculated risks. This culture has allowed Netflix to innovate rapidly in the highly competitive streaming industry.

d. Southwest Airlines: Southwest's culture is centered around the idea that employees come first, believing that happy employees will lead to happy customers. They involve employees in decision-making and encourage a fun and friendly atmosphere at work.

e. IBM: IBM has a long history of fostering a culture of diversity and inclusion. The company has set ambitious diversity goals and engages employees in initiatives to promote inclusivity and equity.

f. Salesforce: Salesforce has a strong philanthropic culture, with a focus on giving back to the community. The 1-1-1 model, where 1% of equity, 1% of product, and 1% of employee time are dedicated to charitable activities, is a testament to their commitment to culture.

10. Conclusion

Employees are not mere bystanders in the formation and perpetuation of organizational culture; they are its architects, carriers, and defenders. Their values, behaviors, and interactions shape the culture, while the culture, in turn, influences their actions, well-being, and satisfaction. Recognizing the pivotal role of employees in organizational culture is essential for organizations seeking to create a thriving, values-driven, and adaptive workplace.

The relationship between employees and culture is dynamic and intertwined. Effective management of culture involves understanding, nurturing, and aligning the values and behaviors of employees with the desired cultural attributes. Organizations that prioritize culture and employee engagement are more likely to experience increased productivity, innovation, and overall success. In the ever-evolving landscape of the modern workplace, harnessing the potential of employees to influence and uphold organizational culture remains a critical strategy for achieving sustainable growth and competitiveness.

Thank You