Posted by charlotteb on October 20, 2011 – 10:55 am
There has always been major controversy about how businesses should conduct themselves amongst employees, clients, and the public. Society is constantly changing and manifesting what they consider to be acceptable business practices. And through these ever-changing opinions, we change our views on the types of companies we want to do business with. And one of the more forward thinking ideas is that a business strategy and structure should be transparent, or naked to the public.
Transparency by definition means capable of transmitting light so that objects or images can be seen as if there were no intervening material. So fine in texture that it can be seen through. (http://www.thefreedictionary.com/transparent)
This nakedness/transparency when applied to business allows the public, clients and potential clients to get a very clear understanding of the business they are choosing to partner with, employ or engage. If a business is transparent studies have begun to show that it increases productivity and enhances the ethical workplace culture. One Study by Deloitte in October 2008 published: Read More »
Posted by robbie on June 30, 2011 – 8:54 am
The title of this post is a quote from a book I recently finished reading, Rework by Jason Fried and David Hansson, founders of 37signals, and I wanted to share the rest of that quote from them because it really made me sit back and think:
You don’t create a culture
Instant cultures are artificial cultures. They’re big bangs made of mission statements, declarations, and rules. They are obvious, ugly, and plastic. Artificial culture is paint. Real culture is patina.
You don’t create a culture. It happens. This is why new companies don’t have a culture. Culture is the byproduct of consistent behavior. If you encourage people to share, then sharing will be built into your culture. If you reward trust, then trust will be built in. If you treat customers right, then treating customers right becomes your culture.
Culture isn’t a foosball table or trust falls. It isn’t policy. It isn’t the Christmas party or the company picnic. Those are objects and events, not culture. And it’s not a slogan, either. Culture is action, not words.
So don’t worry too much about it. Don’t force it. You can’t install a culture. Like a fine scotch, you’ve got to give it time to develop.
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