Project

Corporate culture

Goal: The project is aimed at the theoretical analysis, research and practical implementation of effective corporate culture. It includes the establishment of strong corporate culture with the consequent increase of personal and business well-being and the decrease of organizational risks.
The essential advantage of the project is his scientific endowment. The project is based on the most recent and valid scientific knowledge concerning the corporate culture, values, values – behaviour relationship, personality and well-being.

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Project log

Janek Musek
added 10 research items
A scale measuring the level of empowerment at the workplace: how much you see your organization as empowering employees.
A scale measuring the level of care at the workplace: how much you see your organization as caring.
A scale measuring the level of care at the workplace: how much you see yourself as a caring person.
Janek Musek
added a research item
PPT slides focused on the importance of trust at workplace.
Janek Musek
added 6 research items
Figure depicting the effects of a strong corporate culture.
Trust insures strong corporate culture and also insures business benefits. If it is so, then trust must be highly correlated with other indicators of strong corporate culture. According to our own research, these correlations are very high indeed (Figure 53). Trust, measured by 10-items questionnaire (42 Group Data Survey, 2019), has the highest correlation with overall Corporate Culture Strength (CC strength; 0.94), then with Quality of Management (0.89), Trust Type of Culture (Trust culture; 0.88), Work Satisfaction (0.85), Care Type of Culture (Care culture; 0,83), Person – Organisation Value Fit (Person-Organisaton fit; 0.82), Honour/Integrity Type of Culture (Integrity culture; 0.81), Dare Type of Culture (Dare culture; 0.80), Elite Type of Culture (Elite culture; 0.80), Engagement (0.79) and Team Type of Culture (Team culture; 0.78).
Research results showing relations between personality and leadership.
Janek Musek
added a research item
Review of the role of values and value-aligned behavior in corporate (organizationsl) culture.
Janek Musek
added a research item
Top technology supported by high knowledge and skills is a prerequisite for corporative effectiveness. Without it, the companies cannot be competitive and successful enough. High production level and good logistics are also required. Finally, the effective business strategy depends on good marketing placement of a corporation. Yet, apart from these necessary conditions, the organisational efficiency depends on another, maybe even more important condition. This condition is corporate or organisational culture. Strong organisational culture lies almost always behind the most successful companies and corporations. And, most important, strong organisational or corporative culture is beneficiary not only for the business success, but also for the wellbeing of employees, managers and CEO. The strong organisational culture is therefore highly desired accomplishment in the world of companies and corporations. Yet, the only way to achieve this goal is based on the alignment of the managers’ and employees’ behaviour with the basic human values, especially the well-chosen organisational key values. Organisational culture is defined as the realisation of the key values in the life of the given organisation. Thus, the improvement of the organisational culture means the behavioural adoption of key values in the company. The most promising projects of the organisational culture improvement must therefore be based on the expertise in the field of values and organisational values especially. Ethical and value-congruent behaviour is therefore a basis of strong corporate culture. This is also the reason, why the corporations should be interested in the investments into the existing educational system. Even more, they must be interested in the investments into the promotion of ethical and value-aligned behaviour in the company itself. The contents of this book are based on the premises, that: • All major societal risks (violence, war, criminal, corruption, exploitation, poverty, ecological devastation, ignorance, fanaticism etc.) and all major organisational/corporate risks (low working efficiency, stress, burnout, low motivation, migration/turnover, procrastination, absenteeism, conflicts, mobbing etc.) result from the gap between the value-congruent behaviour and the actual behaviour, which is at difference with the appropriate values; • The behaviour that is integrated with the basic human values is essentially associated with the personal, social and physical wellbeing; • The value-congruent (value-aligned) behaviour is the basis of strong corporate culture, which, in turn, is one of major causes of the corporation’s business success. Starting from these general premises, the contents of the book are focused on the issues, subjects and methods that concern the establishment and desired outcomes of a strong corporate culture including the basic concepts, the analysis of corporate values, the personal basis of corporate culture, the wellbeing of employees and corporation and the building steps of the effective corporate culture. Thus, the book represents a scientific, professionally oriented project. In short, we can label it a corporate culture project. The results of the research using the above-mentioned corporate culture-focused approach are collected in this book. Thus, it represents a new project focused on the corporate culture and factors that impact its strength. The project is based on the recent scientific findings forming the conceptual framework of the project and building the rationale for the methods, which efficiently reduce major societal and organisational risks. These methods are based on principles explained in the book, which include the basic factors of development of strong corporate culture aimed at a decrease of major organizational risks and the emergence of the consequent substantial organizational, economic and personal benefits. In the first chapter, entitled “Where Business and Wellness Meet”, the conceptual framework of book contents is elaborated. In this chapter, the basic logic of the book project serves as a starting point: the corporate culture as a leading determinant of corporate success is based on the alignment between corporate values and actual behaviour. Thus, the gap between the values and behaviour is a main factor of low corporate culture with consequent organisational risks and failures. The chapter contains the theoretical bases of book project, which is focused on the corporate culture and its importance for the corporate wellbeing, prosperity and business success. A special attention is devoted to the scientific background of the book project, the expected outcomes of it, the person – corporation relationship, the corporate citizenship and the types of corporate culture. The 10 most representative types of corporate culture are especially defined and described. The second chapter (“Corporate Values – The Winning Factor”) emphasizes the values as the basic platform of corporate culture. First, the relevant theoretical models of values are described and evaluated including the Ethics and Values Framework comprising 10 most important general value domains. Then, the corporate values are elaborated in details, including the (1) involvement of the corporate values in corporate ethics, mission, vision and strategy, (2) the drivers of corporate values, (3) the role of corporate values in organisational wellbeing and quality and (4) the most important categories of corporate values (15 key corporate values domains). In this chapter, a special attention is focused on the relationship between the values and behaviour. The psychological factors underlying the alignment of the values to the actual behaviour are particularly described. The chapter stresses therefore the importance of corporate values that are alive, realised in the behaviour of employees. Bridging the gap between values and ethical standards on one side and actual behaviour on the other side is therefore an urgent task of corporation. Reducing this gap is the unique way to the corporate wellbeing including the worker’s satisfaction and business profitability of corporation. The third chapter (“Personal Basis of Corporate Culture”) addresses the role of personality at workplace including personality traits and abilities. The personality contributes to our working success, our relations to co-workers, our wellbeing in corporation and our contribution to the entire corporate culture. Thus, beside the environmental factors, the personality can be conceived as a crucial determinant of all what happens to us in our life: at home, at school and at work. The great importance of personality is stressed and described in the beginning of the chapter. The next sections of the chapter are devoted to the personality traits (personality dimensions) and abilities. First, the major personality dimensions (Big Five, General Factor of Personality) are described and their influence on the corporate life is explained. The role and impact of so called “toxic personality” is especially discussed in this part of the chapter. Then, the importance of cognitive and other abilities (Intelligence, Social, Emotional, Practical, Moral and Spiritual Intelligence as well as Artificial and Business Intelligence) is depicted and explained. Last sections of the chapter are dealing with the creativity and wisdom as personality characteristics, which are also very important in the corporate life. The fourth chapter (“Wellbeing”) deals with the psychological wellbeing, the very essential component of our quality of life. Wellbeing at workplace is equally important than anywhere else in the life. It is an indispensable goal of every company, organization and corporation. It is also an essential part of corporate culture and a decisive factor of overall business or economic success of an organisation. Beginning sections of this chapter are dedicated to the overall, general wellbeing as well as to its major components, Life Satisfaction, Happiness, Meaning of Life. The close connections between wellbeing and personality are also emphasized in this part of the chapter. Next sections are then focused on the wellbeing at workplace, especially on the job and career satisfaction. Finally, the importance of the interpersonal relations for the wellbeing is especially outlined and described in the light of the interpersonal skills, collaboration and teamwork. The last, the fifth chapter (“Building Strong Corporate Culture”) is dedicated to the reasons and methods of building strong corporate culture in an organisation. This process is based on the development of spirit of excellence in the organisation and on the establishment of proper corporate culture strategy. Corporate culture strategy must be focused on the discovering the gaps between the desired and actual state of affairs in the organisations, especially on the gaps between the desired (value aligned) and actual employees’ behaviour. The next steps are directed toward the closing the existing gaps. Here, the priority of the soft skills development is of utmost importance for the organisation. The building of strong corporate culture can be accomplished by improving the levels of employees’ motivation, satisfaction, commitment and engagement, by improving the stress management in organisation, by improving the quality of communication and by increasing the levels of responsibility, trust and effective leadership. The successful realisation of corporate culture building program is leading to the establishment of high overall strength of corporate culture with the essential enlargement of corporate benefits and lasting reduction of corporate risks.
Janek Musek
added a project goal
The project is aimed at the theoretical analysis, research and practical implementation of effective corporate culture. It includes the establishment of strong corporate culture with the consequent increase of personal and business well-being and the decrease of organizational risks.
The essential advantage of the project is his scientific endowment. The project is based on the most recent and valid scientific knowledge concerning the corporate culture, values, values – behaviour relationship, personality and well-being.