CORPORATE CULTURE
To change the corporate culture, one must begin by defining the current corporate and resident cultures, including the customs, religion and society observed by others. Changing the corporate culture involves influencing the three elements of the culture: Customs, Religion and Society. Each culture is proud of its own customs and doesn’t want to be looked down upon by others. They want to be understood in the best way possible and accepted for what they are. Understanding promotes tolerance and leads to acceptance.
The corporate culture develops as people come to share a set of beliefs and then they use these to establish norms about the way they should behave towards each other and to outsiders. Customs: These are the accepted modes or norms of behavior within the organization, reflecting the values and beliefs, which provide guidelines for the way people and groups, are expected to behave towards each other. Simply put, Corporate Culture Marketing allows organization to win new business, which is the ultimate goal, regardless of where in the sales cycle you are with that prospect.
What creates this embodiment (or lack of embodiment) is the corporate culture energy field that permeates the employees' psyches, bodies, conversations, and actions. You can gauge the health or your corporate culture by observing your employees. An important thing to keep in mind is to try to hire employees who fit into the corporate culture and are willing to work with the different corporate culture practices of others. Most companies try to "fix" perceived problems by addressing the parts of the corporate culture that are easy to see. One of the ways that companies have really sought to apply this new thinking is in the regular planning and hosting of corporate get-togethers where, in a neutral and relaxing setting, people share their beliefs and try to understand the ideas of the other cultures or at least know what how these differences reflect on the overall relationship of the parties involved.
Equally disturbing is the finding that American employees lack cross-cultural awareness and skills that would enable them to draw on the diverse, global talents and business experiences of their non-American counterparts. While most Americans rarely think of their country as “foreign,” the fact is that non-Americans who relocate to the United States to do business and “do lunch” are often surprised to find they experience a severe case of corporate culture shock.
Most corporate cultures are inherently rigid and inflexible and companies wants more and more from workers who are less and less willing to surrender their lives to their jobs.
You need to do research to find out how to shift your corporate culture to increase profits and retain employees and lessen the gap between corporate cultures. You must find a way to accept the differences between cultural practices and work around them. The more you understand these differences the easier it will be to find a common ground that will be satisfactory to everyone. Sometimes that cultural gap need not be as wide as it seems in the beginning if people are willing to explain and understand the importance and meanings of these differences