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“Organizational culture” is more than just buzzwords. According to HR.com, it’s the “proper way to think, act, and behave within an organization.” Essentially, your organization’s culture is the unique way in which your company gets things done. Supervisors make onboarding decisions based upon a candidate’s potential fit with the organizational culture; employees decide whether it’s worth it to leave the company on whether that culture fits their needs.

Culture is created and supported by the supervisors and leaders of an organization, and it should be based on effective behaviors within the company, not words or marketing efforts. This can have both positive and negative effects for an organization, but it always has an impact. Corporate culture will not change easily, and continues to grow over time. Often, a lack of clarity around the role and impact of training as well as the process of improving organizational culture can be significant challenges for your HR department.

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SHRM.com: 10 Tips for Changing Your Company’s Culture—and Making It Stick

Culture is loosely defined as the beliefs and behaviors that dictate how people act within an organization. This idea emerged in the 1980s, and is now thought to be a major determinant of a company’s success or failure. Culture is an issue for today’s executives due to the fact that corporations with positive cultures have better performance, productivity, and profits than those who do not.

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Inc.com:  War For Talent. How Large-cap Companies Are Fighting For Diverse Workers.

The most agile and profitable organizations know that expanding and diversifying their employee base directly impacts their success. Understanding that employee differences hold fantastic opportunities, many corporations are embracing a larger multicultural talent pool. Implementing a single, effective corporate culture encompassing a diverse array of employees and work styles is the job of a proactive HR department.

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HRCloud.com: 3 Ways HR Defines Company Culture

While executives define corporate culture, HR should be ready to support those efforts while also providing feedback on what works, what makes sense, and what should be changed. Supporting and encouraging corporate culture takes a good amount of effort and patience. The leaders may set up the action, but they are often removed from day-to-day proceedings and are not always aware of what’s going on. That’s where HR comes in.

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Strategy+Buisness.com: 10 Principles of Organizational Culture

Corporate CEOs want to make their organizational culture world-class to help eliminate all the nonsense and negativity that irks their employees and to stop good intentions from growing into bad decisions. In order to make that goal a reality, HR must clearly define an organization’s culture and ensure that all employees are aligned with the same mission.