How a different culture can impact business


CULTURE is already one of the most important business subjects. All Strategic Leaders, including CEOs and HR leaders now understand that culture drives people’s behavior, innovation, and customer service. The knowledge about how to deal with Culture is a potential competitive advantage. Understanding that leadership behavior and reward systems directly impact organizational performance, customer service, employee engagement, and retention are leading companies to use data and behavioral information to manage and influence their culture.


Culture is more than a business issue is the core of the company. The Board of Directors, in the other words, the decision makers, should take responsibility for an organization’s culture, with HR supporting that responsibility through measurement, process, and infrastructure.


Once culture is clearly viewed as important, it is still completely not well understood. Many organizations find it difficult to measure and even more difficult to manage, because people are different, think different, so to understand about culture, is very important to understand deeply about people. The success in the business direction is determined by the understanding about Culture.


Culture is the way how things work in terms of values, beliefs, fluent communication, behaviors and reward systems that influence people’s mindset on daily basis. It is conducted by top leadership and becomes more and more embedded in the company through a bunch of procedures, reward systems, and behaviors. Culture includes all the systems that may or may not make better business performance. It is a Board of Directors and the General Management subject nowadays. It will determine the success of the company.


Many Companies, knowing the importance of culture and the consequences of cultural issues, are proactively defining culture, clearly describing a culture that combines high expectations with an engaging employee experience: Generous corporate perks such as unlimited vacation, flexible work schedules, and limited supervision balance a strong focus on results with freedom and appreciation for the expected achievement.

With operations become more fluidics and move to a structure of team work, which determines that solo professionals will not have so much more space, in relation with the professional that is able to work in team, culture serves to bind people together and helps people communicate and collaborate. When managed well, culture can improve the execution and ensure business consistency around the world. Once culture is clearly described, like know exactly what the purpose of the company is, it defines who the company hires, who gets promoted, and what behaviors will be rewarded with compensation or promotion.


The Board of Directors and senior business leaders must work with HR to take a hands-on, data-driven approach to managing culture. To observe and reinforce culture, companies must regularly evaluate employee behavior and revisit reward systems and business practices in all areas of the company.


Bullet points:

  • Culture subject cannot be a matter of any organizational department, but only to the Board of Directors and General Management. It is top priority.
  • Understand both the current moment and the desired moment is terms of culture.
  • Evaluate the organization to understand whether the targeted culture is taking hold.
  • Measure culture level.


There is no better way to have success than understand deeply the organization culture, but describes how to manage it, is the same of position your company as one of the best.