Culture Means Business

Today, corporate culture directly impacts every component of  business organization performance ranging from leadership effectiveness to business strategy and planned corporate mergers, says Nathan Jurczyk. Culture also directly impacts the success of operations, human resources, decision-making processes, customer service, sales and marketing, policies, organization structure and R&D. But too often, corporate culture is seen as vague, undefined and disconnected from business performance. As a result, many companies do not even attempt to measure, manage or develop their cultures.

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Quite simply, corporate culture is the collective belief system that people within a company have about their ability to compete in the market place and how they act on those belief systems to carry value-added services and products to customers and bring profits to the company. Corporate culture is reflected through the attitudes, behaviors’, belief systems, commitments, values, decision-making processes, innovation and productivity that impact the long term as well as day-to-day rules and rigid organization structure in favor of fewer rules and more informal structure that promotes sharing and championing new ideas, talent and resources.

In this new, radically changed business age, the paramount goal of corporate culture and business management style is improved performance of individuals and business enterprises, explains Nathan Jurczyk. Certain other goals like reinforcement of ethical standards at all levels of the organization, encouragement of reasonable risk taking and innovation and creation of employee empowerment models also need to be accomplished.

Recent developments in the business world have demonstrated that size and corporate pedigree do not allow a company to overcome a failed business culture. However, a strong culture sustains a business during hard times and serves as a reservoir for key ideas and initiatives that carry a company through difficult times, says Nathan Jurczyk.

Understanding and overcoming barriers to culture building processes is also important to the effective implementation of any business model. Corporate culture cannot be changed through technology, restructuring, BPR, etc. It requires an individualized approach with processes that are right for the company. Even changing the name of the company is not a substitute for culture building. Further, in the light of radical changes facing most companies today, ambitious goals should be set to ensure success, explains Nathan Jurczyk. And, most importantly, there should be an on-going commitment to culture rather than waiting until something terrible goes wrong.

One Response to “Culture Means Business”

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    Nathan Jurczyk News » Blog Archive » Cultivating a Dynamic Corporate Culture Says:

    [...] Culture Means Business [...]

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