Although while the word “culture” has been used throughout history, it is not the same as symbols and hieroglyphics, which are neither ancient nor dormant. The truth is that it thrives and constantly influences all aspects of our everyday life, including, to mention a few, your beliefs, your passion, your behaviour, and your ambition. It is a general term that describes all conduct. It is a skill that is developed through experience and handed down from one generation to the next. It is a feature of life that unites us.

In our previous blog, we narrated the necessity of Inclusivity and diversity. It was noted that businesses with the highest racial, ethnic, and gender diversity frequently outperform their respective national industry medians regarding financial returns.

Here we reflect that everyone is the product of their culture.

Impact and Influence of Culture

A significant piece that had contributed to the discovery of an intriguing truth was published by the Financial Times in 2011. Hedge funds and private equity firms started examining a company’s Glassdoor rating for research purposes rather than merely searching for new, innovative businesses.

Yes, analysts use Glassdoor to uncover patterns in recruiting, growth, management stability, senior leadership, and business culture. It is not just used by job searchers.

To be blunt, having a positive company culture can help your company grow in addition to attracting the best job applicants.

It takes time and a greater grasp of workplace psychology to change the dynamics of your workplace and change the psychology, or the dynamic, of your workplace culture.

What exactly does work culture or organisational culture mean? In a social setting, it alludes to “the technique or procedure by which things get done”. It includes the principles, methods, and practices that the organisation has established in its policies. In conclusion, it is a group of people deciding on the shared principles that unite them.

 Moreover, culture implies levels of control, hierarchy, and leadership, all of which depend on the structure and type of the company. The level of precision and quality required at work depends on the type of work being done. For instance, because of the nature of our accountability, financial sectors like mine (and probably yours) tend to impose higher degrees of oversight.

Because it either supports or undermines your goals, culture is just as crucial as your business strategy. Good culture matters, particularly because:

A great culture influences the atmosphere and is a driver for productivity and employee engagement. Employees who are passionate about their jobs and who have a strong sense of loyalty to their employers also advance innovation.

Here are a few ideas to assist managers create a better environment:

What Affects Workplace Culture?

The quick response is everything. Workplace culture is influenced by a wide range of factors, including:


The way your leaders interact with and communicate with employees, what they say and emphasise, their future vision, what they honour and value, what they anticipate, the narratives they tell, how they make decisions, how much people trust them, and the beliefs and perceptions they uphold.


How your organisation is run, including its controls, goals, hierarchy, structure, and operating procedures. the extent to which managers encourage and collaborate with staff members and behave consistently while giving them the freedom to make decisions.

 Workplace Behaviors

Workplace customs and procedures pertaining to hiring, choosing, onboarding, pay and benefits, rewards and recognition, training and development, advancement and promotion, performance management, wellness, and work-life balance (paid time off, leave, etc.).

Standards and Principles

Organizational concepts such as hiring, remuneration, pay for performance, internal transfer and promotion, attendance, dress code, and scheduling are also covered by employment rules.


Your new hires’ personalities, convictions, values, range of abilities and experiences, and routine behaviours. The kinds of encounters that take place between workers (collaborative versus confrontational, supportive versus non-supportive, social versus task-oriented, etc.).

Objectives, values, and mission

 The degree to which the mission, vision, and values are stable, broadly conveyed, and consistently reinforced. The clarity of the mission, vision, and values, and whether or not they accurately reflect the beliefs and philosophies of your business.

Environment at Work

Physical items and signage at your place of employment. They include the items that are kept on desks, the artwork that is shown in offices, the way that space is divided up into offices, the design (colour, furniture, etc.) of those offices, and the way that common areas are used.


the style of communication used in your place of employment. The level, nature, and frequency of interaction and communication between managers and staff members, as well as the degree of transparency in information exchange and decision-making, are crucial.

It’s critical to take a step back, assess, and describe your workplace culture—both as it currently exists and as you hope it will in the future—as well as how each of these elements either enhances or detracts from your intended culture.

 You may evaluate your culture using assessment tools and surveys, even though it might be quite challenging to define. They could highlight discrepancies between the culture you now have and the culture you hope to develop.

Also, your workplace climate can be revealed through observation, an analysis of employee behaviour, meetings, conversations, and interviews. Starting somewhere and having a conversation with your leadership team about it is crucial.

Remember that culture is constantly evolving. It is alterable and will be. Put culture on par with your corporate strategy. It’s too vital to ignore, and one of your most crucial duties as leaders and HR specialists is to shape it.


“My mission in life is not merely to survive but to thrive,” Maya Angelo once stated. A company’s main goal is to prosper, not just get by. Everyone is up to the task, and organisations with strong corporate cultures are well-positioned to experience rapid expansion.

The late Middle English phrase “the cultivation of the soil” later expanded to mean “the cultivation of the mind, abilities, or manners,” according to Oxford, making culture an essential component of this growth. The true takeaway in this situation is that culture may be a valuable friend because of its adaptability, which enables you to alter it to meet your needs and accommodate shifting or rising objectives. BTS sees and understands it, making itself a unique partner to the changing wave of workplace culture.

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