different norms of organizational cultures
In bringing the subconscious awareness to the surface of organizational design, norms not only define the governing behaviors of groups of individuals, but can also be used to create various sets of organizational frameworks to explain inconsistencies or provide predictable structures. Many researchers have utilized norms of behavior to generate highly effective models to study organizational culture and help drive forward organization development solutions. The following examples provide such norms of patterns and standards for organizational cultures.
Norms of healthy organizational cultures :
- Acceptance and appreciation for diversity
- Regard for and fair treatment of each employee as well as respect for each employee’s contribution to the company
- Employee pride and enthusiasm for the organization and the work performed
- Equal opportunity for each employee to realize their full potential within the company
- Strong communication with all employees regarding policies and company issues
- Strong company leaders with a strong sense of direction and purpose
- Ability to compete in industry innovation and customer service, as well as price
- Lower than average turnover rates (perpetuated by a healthy culture)
- Investment in learning, training, and employee knowledge