So while the communicated company values etc., do not change the mindset of employees, what then changes behaviour?
My research highlighted that an employee’s preferred Org culture is statistically insignificant towards moderating the effect of an organisation’s culture (perceived culture) and employee engagement.
An employee is thus overwhelmed by a culture and either fits in or move to other opportunities.
My question is: looking at the problems, good aspects and or disfunctional aspects of a company; doesn’t it link with what the top leader/s believes in and allow?
Does an individual then solely rely on intrinsic motivation to continue if the culture fit is in disconnect??
And ad to this: when the sh@t hits the fan, management forgets all the values and reverts back to KPI and financials driven mode.
Hypocrisy at its best!
100%
So while the communicated company values etc., do not change the mindset of employees, what then changes behaviour?
My research highlighted that an employee’s preferred Org culture is statistically insignificant towards moderating the effect of an organisation’s culture (perceived culture) and employee engagement.
An employee is thus overwhelmed by a culture and either fits in or move to other opportunities.
My question is: looking at the problems, good aspects and or disfunctional aspects of a company; doesn’t it link with what the top leader/s believes in and allow?
Does an individual then solely rely on intrinsic motivation to continue if the culture fit is in disconnect??
Culture is what you tolerate and reward and it certainly comes from the leadership.
It's all lip service because it plays well with the under 40 crowd, those values are more like suggestions and not strong ones either.
Totally agree!