There are myriad factors that shape organizational culture. As mentioned by Coleman (2013), some elements include the organization, values, vision, people, narrative, place, and practices. These factors influence how people work and relate within the workplace.

An organization with a clearly defined vision helps to provide direction and focus for its employees. When properly defined and communicated, it serves as a guide or North Star for every decision that employees take. Thus, employees gradually develop a culture of dedicated resources and efforts toward the company's vision. Two practices that contribute to a vision are when there is clarity on purpose and along with practical steps to support the vision statement. For example, if the vision says, "promoting a healthy community", the organization must be sure to engage in visible community activities that promote health and well-being. The vision ensures that decisions, strategy, goals, etc. are linked to or contribute to achieving the organization's vision or purpose.

An attribute of an unhealthy organization is when its sole aim is to generate profit without any values that shape the behaviors of its employees or a clearly defined vision or purpose. Such an organization is highly competitive, and employees develop unhealthy work cultures like competition, silo working, politicking, greed, overly ambition, and fear of failing (Nathanson, 2014). Such practices stifle collaboration, lead to trust leakage, and an unhealthy working environment.

To enable a healthy corporate culture, management must lead by example, modeling the behaviors they want to promote within the organization. Management must be cohesive, have a clearly defined purpose, communicate effectively and reinforce its purpose and values (Lencioni, 2013).

Reference

Coleman, J. (2013, May 6). Six components of a great corporate culture. Harvard Business Review Digital Articles, 2-4. http://hbr.org

Lencioni, P. (2013, February 6). The four disciplines of a healthy organization [Video]. YouTube. https://www.youtube.com/watch?v=31fOTwc7MUA

Nathanson, C. (2014). How to Enable a Healthy Organizational Culture. Retrieved from https://drcraignathanson.com/how-to-enable-a-healthy-organizational-culture/

Respond to your colleagues' posts in one or more of the following ways:

• Ask a question about the examples of healthy and unhealthy organizational cultures that your colleague described.
• Ask a question about or share an insight you gained from the practices that either contributed to or detracted from the overall health of the organization your colleague described.
• Provide an additional recommendation for how an unhealthy practice your colleague identified could be handled differently to yield more positive organizational health outcomes.