Three Sixty Safety defines an organization’s culture as consisting of the values, beliefs and norms which influence the behavior of people. Our experience has taught us that safety culture is one of several key factorsthat contribute to an organization’s long-term success. Research has shown that corporate culture can have a statistically signinficant impact on the “bottom-line” of financial results and that it can have a profound impact on corporate success.
Our research has identified five key factors or dimensions of corporate culture which are directly linked to financial results and therefore must be included in formal culture statements and explicitly managed. These five dimensions are:
- Customer-Client Orientation: the way the organization thinks about and treats its customers.
- “People Orientation” or Orientation Toward Employees: the way the organization thinks about and treats its people.
- Standards of Performance and Accountability: the organization’s standards for performance and what people are held accountable for.
- Innovation and Commitment to Change: how the company views, reacts to and manages innovation and change.
- Company Process Orientation: the view that people in the company have of such processes as planning, decision making, communication and “corporate citizenship” otherwise known as social responsibility.
Organizations can have strong or weak cultures; functional or dysfunctional cultures. A strong culture is one where all employees understand and behave in ways consistent with company values, beliefs and norms. A weak culture is one where people don’t understand what the culture is and/or don’t embrace it. A functional culture has a positive impact on the company’s success. A dysfunctional culture detracts from a company’sability to be sustainably successful over the long term.
In upcoming blogs, we will discuss and briefly explain the Six Step Culture Management Process.
Be well and stay safe.