101 of Organizational Culture Change

Your company’s organizational culture is the set of values, beliefs, and behaviors that define how you operate as an organization. It can be defined by what people say they value in their day-to-day lives and what they do at work.


The core elements of any sustainable organizational culture are:

• Values – What does it mean for us to live our purpose? How should we treat each other? How should we behave towards customers or clients?

• Beliefs – Why did this happen? Are these facts really true? Do I believe them to be true? If not, why am I saying so?

• Behaviors -How will we act when faced with difficult situations? Will we take risks or play safe? Have we made mistakes before, and learned from them?

These three categories help create the foundation on which all of your decisions are built. When they come together into one cohesive system, they form the basis of an enduring organizational culture. Your culture will continue whether or not you intend it to. A lack of attention to its development leads to unplanned changes that undermine the overall effectiveness of your business.

In fact, most companies don’t realize that their cultures exist until something goes wrong, such as poor customer service, high staff turnover, low productivity, etc. This means that if you’re not aware of your existing culture, you won’t know where to begin in creating a new one.

The measurement of organizational culture, leadership behavior, and job satisfaction

It is an important part of the evaluation process. The purpose is to measure how well a company performs on its mission statement or vision. It also helps determine if there are any problems with employee morale that may need attention from management. This study will help you understand your organization’s values as it relates to employees’ work environment. You can use this information to improve communication between managers and their staff.

This research project was designed by Dr. John M.

Relationship between organizational culture and leadership behavior

Organizational culture is a set of shared values, beliefs, attitudes, perceptions, practices, traditions, customs, rules, regulations, procedures, symbols, language, and other elements that are common to an organization.


The core values of an organization begin with its leadership, which will then evolve into a leadership style. Subordinates will be led by these values and the behavior of leaders, such that the behavior of both parties should become increasingly in line. When strong unified behavior, values, and beliefs have been developed, a strong organizational culture emerges. Leaders have to appreciate their function in maintaining an organization’s culture. This would in return ensure consistent behavior between members of the organization, reducing conflicts and creating a healthy working environment for employees.

Relationship between organizational culture and job satisfaction

Organizational culture expresses shared assumptions, values, and beliefs, and is the social glue holding an organization together. A strong culture is a system of rules that spells out how people should behave. An organization with a strong culture has common values and codes of conduct for its employees, which should help them accomplish their missions and goals. Work recognition and job satisfaction can be achieved when employees can complete the tasks assigned to them by the organization.

Motivating Employees to Accept Company Culture

While you may not be able to motivate everyone to accept culture change in the workplace, you can help shape measurable behaviors and hire new employees who exemplify your values. According to workplace culture expert Shane Green, the best ways to align new hires with company culture are to:

  1. Define values and expectations during the job interview.
  2. Make sure employees have a great experience during their first few days on the job and feel connected to the brand.
  3. Provide thorough onboarding and training to set employees up for success.
  4. Reward those who do well, and hold those that don’t accountable.
  5. Communicate effectively.
  6. Make it easy for your employees to work, access their information, and get paid.
  7. Make sure managers are leaders. Leaders inspire and focus on people; managers focus on processes.

Nicole Dorskind from Thirty-three advises employers to look at their own teams differently. “You should be essential ‘re-hiring your team every day. Your employees need to understand what makes your business different and special in its current state, as well as its cultural ambitions. The more consistently and compellingly this is communicated, the more the right people will stay with your organization, become advocates, and embrace the journey.” Successfully managing culture change in the workplace is challenging, but by following these tips from the experts you’ll be well on your way to creating a company culture geared for success.

3 inspiring organizational culture change examples

Southwest Airlines

Southwest Airlines is a high-profile example of corporate culture done right. The U.S. airliner was founded about 50 years ago. Competitors like American Airlines and Delta have been around for twice as long, but Southwest has nonetheless held its own. And it’s done so largely thanks to its world-class culture.

At the heart of Southwest’s culture is the idea that employees, not customers, come first. For many companies, this may seem counterintuitive. Surely, this should be the reverse! But as Southwest explains, happy employees will lead to greater customer satisfaction—and greater company earnings.

It’s a different way to approach customer service, especially in an industry as people-facing as air travel. But that doesn’t make it any less valid. For Southwest, this just meant the company had to double down on its commitment to its people.

And the airliner did just that. Around 10 years ago, the org’s senior team aligned on six core cultural values. These values, which are displayed on the company’s culture page, guide how employees can live and work “the Southwest way.”

In establishing these cultural values, Southwest seeks to empower leadership at all levels of the organization. Add in a long list of employee benefits and special events, and it’s no wonder why Southwest is considered such a great place to work.


You’d be hard-pressed to find a “best places to work” list that doesn’t include Salesforce. The cloud software giant has built a strong employer brand, in large part thanks to its strong culture.

At first glance, Salesforce’s culture may seem relatively subdued. After all, companies like Google and Facebook tout vibrant offices and amenities like game rooms and free food. But Salesforce aims to provide a different employee experience: one of family and service.

Visit Salesforce’s culture page, and you’ll see the word “Ohana,” a Hawaiian term for “family.” This sense of community drives all aspects of work. Per the company, it’s “inclusive of our customers, employees, partners, and communities.”

To ensure everyone feels like part of the family, Salesforce stresses four values: trust, customer success, innovation, and equality. That last value is more critical than ever, and Salesforce has committed to eliminating the wage gap between genders, races, and ethnicities.

Salesforce also highlights four behaviors to help achieve these values: integrity, transparency, alignment, accountability. The company encourages open and honest discussion across the org, helping to maintain a culture of safety, inclusion, and innovation.

The company also deserves mention for its unique approach to service. Under its “1-1-1” model, Salesforce donates 1% of its product, equity, and time to various communities. This includes:

  • Providing seven days of paid volunteer time off a year
  • Matching up to $5,000 of employees’ donations annually
  • Donating $10,000 on behalf of the top 100 employees to record community service

In fostering a Cultivating culture, Salesforce instills a positive mindset in each of its team members.


Hubspot approaches its culture as it would a product. That’s to say, the company is constantly looking to refine its culture and better the employee experience.

In its efforts, Hubspot has created a massive, 128-slide presentation known as the Culture Code. Within, the company highlights its values, or HEART: being humble, empathetic, adaptable, remarkable, and transparent. Other topics include decision-making and performance management.

Hubspot also invests heavily in employee development. From free classes and books to TED-inspired “HubTalks,” Hubspot provides ample tools to upskill talent. These benefits extend to various leadership development programs and training opportunities.

Despite an emphasis on hard work and self-improvement, Hubspot encourages employees to take time to recharge. In addition to unlimited PTO, the company provides four-week paid sabbaticals after five years of tenure.

While Hubspot has many defining characteristics, this line from the Culture Code stands out in particular: “Whether you like it or not, you’re going to have a culture. Why not make it one you love?” If its Glassdoor reviews are any indication, Hubspot has achieved just that.

When to start the change to the culture of your organization?

It is never too late to bring the change. You may think you should not change things during this pandemic but I can assure you: THIS IS a PERFECT TIME.

You can see my videos on how to utilize the pandemic situation on My YouTube Channel.

How DCI can help

Our program Change Management Training for Organizational Change” is the Most Popular Change Management Training Program. Wondering why?

4 Day Change Management Training based on Arthur’s “Lessons from the Monkey King” Process to Affect Organizational Culture is the Most Popular Change Management Training Program because it makes a noticeable impact without using too much time. Based on Arthur’s Monkey King Management Revolution Process (Creating Sustainable Organizational Culture Change in LESS than 3 Months), this program will take Participants from Senior and Middle Management through the step-by-step actions to and break through the psychological barriers that will manifest visible change in your organizational culture.

2 Day Change Management Training Courses for Time Stretched Individuals
For those who are under heavy time constraints and wish to learn the methodology to impact their organizational culture, this is the right program for you.

2 + 4 Day Change Management Training Programs for Real Results
The Complete package, using Directive Communication Psychology to teach the Systematic Change Process applying Change Leadership and Change Agent Leadership to create a personal Psychology Based Organizational Change Action Plan. The Program is designed for senior and middle managers and identified Key Influencers to learn and IMPLEMENT what they have learned. With the DC Organizational Development “Change Management” Process, you can design your own organizational culture program and have the knowledge and tools to put it into effect.

Some of the Organizational Culture Changes you will see include:
More Team Work and Cooperation
More Caring about the people individuals work with
More Fun at work while maintaining productivity and creativity
More Trust across all levels of the organization
Less Fear and better communication
Less Blame and more responsibility




Leave a Reply

Your email address will not be published. Required fields are marked *