Organisational cultures - will you fit in?
Organisational culture within a particular organisation refers to the pattern of beliefs, attitudes and behaviours which influence how people work together. In many respects then, culture is one of the most important factors you need to consider in choosing an employer. Culture is a very powerful force at work inside organisations, something deliberately cultivated and passed on to incoming employees. A great deal of the selection process is intended to ensure you will fit in with and maintain the existing culture.
Your task is to cut through the rhetoric and the gloss to find out the true nature of the organisation you are thinking of joining. It is worth finding out as much as you can about culture. Many graduates end up very disappointed and unhappy in their first jobs. In many cases, there is a clear clash between their personal values and approach to work and those of the company they have joined.
Organisational climate is how existing employees feel about the culture that has been created in their department or unit. It has been defined as a relatively persistent set of perceptions held by organisation members concerning the characteristics and quality of an organisational culture. Such perceptions can be measured for example by opinion surveys. The concept of climate invites you to ask questions about the prevailing atmosphere surrounding an organisation, to the level of morale, the strength of feelings, care and goodwill among members. Characteristics of a healthy organisational climate.
Equality of opportunity
(Stated equal opportunities policy supported by practices, women, minorities and disabled people in senior positions, Board Membership? )
Trust
(Good level of morale, staff optimistic, positive, employees trusted by managers)
Pay and Performance
(The pay system and methods of individual assessment are perceived as fair)
Shared information and good communications
(Team briefings, company intranet, newsletters, effective works council)
Open discussion
(Regular team meetings, open management style, questioning and challenging status quo tolerated, shared facilities for all employees)
Opportunities for development
(Access to training opportunities, career development, coaching, mentoring, externally recognised qualifications)
Social responsibility
(Social responsibility statements and policies, community action, open expression of values, aims, mission, published examples of organisational activities: recycling, environmental concern, etc.)
Respect for all stakeholders
(Value employees, local community (even global community), environment, customers/clients, shareholders)
You may choose to work for an organisation where staff morale is low or for one where it is very buoyant, just check so you know what to expect.
This material has been taken from the Graduate Career Handbook, published under the FTPH imprint © Pearson Education Ltd.
