How does a company’s culture affect the team building, group cohesion, within the company? People, being social by nature, are inclined to join groups and seek others; and this does not change in the work environment. Employees want to be part of something within the work place and the company culture can affect how they invest in groups/teams in the work place.
Does the company encourage risk taking or attention to detail? Are they people or outcome focused? Do they prefer individual work or the team approach to projects? Do they promote their employees to be competitive with one another? Is the company in a growth cycle or are they just hanging on to the position they hold? The answer to these questions becomes clear by reviewing the company’s culture. In addition, this affects group cohesion through perspective, implementation, and development within that company.
Companies build teams out of the need to accomplish goals, but the culture of the group can affect the cohesiveness of the group, and the outcome of the project. What impact can a culture have on the group cohesiveness and therefore productivity? Does the team have an obligation to alter the culture to accomplish the tasks, if the current culture preempts productivity?
To explore the impact of company cultures influence on team building it is necessary to understand what parts make the whole:
Therefore, a gathering of these aspects determines the sum of the parts. Consequently, if any of these aspects if not in balance then the productivity of a team is faulty, and everyone involved loses.
Each company has a specific set of operational procedures for how their office or location runs; these can include dress codes, communication methods, competition, physical work environment, and daily routine. Additionally, company culture dictates the speed at which the company operates; is it fast paced or a more relaxed environment. Therefore, management of a company is responsible for setting the tone and culture for their company and tracking how this culture affects productivity. Accordingly, something as simple as a dress code can affect how people work, so knowing the culture, and correcting it for changes to increase productivity can increase the company profile.
The culture of a company develops over time through shared experience (Schein, 2004, p. 17) or management attempts to dictate the culture, but the employees must embrace the culture for it to be effective. Interestingly, when describing a culture there are many ways to define how things feel within the company, however, this is not an objective evaluation but instead subjective. “Culture is not primarily ‘inside’ people’s heads, but somewhere ‘between’ the heads of a group of people where symbols and meanings are publicly expressed (Alvesson, 2002, p. 4).” Some might describe the company’s climate, philosophy, values, or habits, although no hard and fast...