Culture is defined as, the attitudes and behavior that are characteristic of a particular social group or organization.

Cultures worldwide shape societies and offer opportunities for different groups of people to find a common association. Business cultures are just as significant as societal cultures. The way people within an organization think and act has a tremendous impact on the overall productivity of that organization.

The culture of an organization is what differentiates it from its competitors, and other businesses. Cultural values form the founding principles of the company. The foundation affects every attitude and behavior built Brand Viagra thereafter, and should be a reflective base for what the company stands for.

A culture can promote negative or positive behaviors that will affect employees at each level of the company. Although a strong organizational culture is generally considered a positive attribute, it is not adequate enough to enhance productivity on its own.

In order for an organization Levitra Professional to maximize their productivity, they need to strive to promote a performance-driven culture. Creating an environment that promotes performance sounds easy enough, but most cultures are cultivated over time. How can an organization ensure that their culture promotes performance and efficiency?

The first step in creating a performance-driven culture is to create an understanding within the organization that the results of people’s efforts matter. The entire workforce should strive to achieve the results most important to the organization.

The leaders of America’s Most Productive Companies tend to have a consistent, shared understanding of both the company’s current culture and its future culture. These leaders tend to promote individual initiative and high levels of teamwork, both of which are essential ingredients for achieving results.

Additionally, these leaders are likely to have defined the types of people who fit the company culture. This helps them identify precisely the people for whom they are looking and then present their culture and values to potential hires in order to evaluate fit. They are more likely to say “no” to a highly qualified candidate who does not fit into the company culture.

Consider someone from the Mid-West being thrown into the middle of a busy street in China. This American is probably used to personal space, friendly greetings, and strangers willing to give directions in his native language. But in China, he is likely to experience people invading his personal space, and very few people speaking English. The Chinese also associate facial expressions with different meanings. If the Mid-Westerner was to smile at someone, it could be misconstrued as offensive.

The same concept applies in the workplace. People who do not immediately fit the work culture face a learning curve of how to fit in and become a productive part of the team. This person is also more likely to feel the need to spend time adjusting to new people, rather than focusing soley on productivity. If organizations match their people to their culture from the beginning, they are already taking steps to create an effective performance-driven culture.

Creating performance-motivated business customs can take time if the organization has never focused on this aspect before. Managers should keep in mind that they can act as an example. The way a manager leads their team inevitably affects the overall office culture. If a manager prioritizes results and productivity, employees will begin to adapt their habits to match their manager’s expectations.

Business leaders strive for companies that are productive, effective and efficient. The only way to ensure that your company is going to exceed its own expectations is to instill a performance-driven culture. Create a workforce that matches the culture the organization admires to avoid productivity gaps. Organizations should be mindful that a culture is a foundation, and that each portion of the business is built upon and around it.

Author Bio: Dario Priolo is the Chief Marketing Officer of Profiles International, and Director of the

Profiles Research Institute.
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Category: Business/Corporate
Keywords: organizational culture, business culture, performance, results, productivity, improving culture, improving office culture