HR Insightful Eye

In many organizations there are a conflict between what is published in the newspapers and social media and between orgamization work reality and staff satisfaction in the organization.

The difference in reality from the public impression in the society about the organization results from the media and public relation  channels organization use to market to society about the organization imag from the vision, mission, plans, programs and achievements, but in reality the leaders of the organization actually practice something different and far away from what its publishng reagarding decision making, leadership style, communication, managing people, this is the real thing happening which known as organizational culture.

Organizational culture is the practice of  employees norms, values, believes and interests in the organization based on the supported by the leaders, the picture shows how the leaders of the organization create an internal culture, either its supportive of the public image known in society or its the enhanced version.

Organizational culture can work in both side, either its positive to support sustainbility, productivity and excellent performance of the organization, or it could be negative making work environmet unhealthy, demotivate employees and the reason for the organization to fall apart for competitors positive organizational culture, in the end what makes or breaks organizations are employees and what makes or breaks employees is organizational culture. 

Monitoring organizational culture and its impact on employees and organization stakeholders is not the job of the financ8al chief officer or sales or marketing managers because it is one of human resorces competency  to assist leaders craft, shape, manage, monitor and change  organizational culture to make sure if it is positive and supportive or it is negative, losing this monitoring by HR will result in thrrating the organization existing and losing to competitors.