Determinants of Organisational Culture

Here are five factors that affect organizational culture:
1. Top Leadership Principles
How an organization's leadership team runs the business affects the policies,
procedures, and rules modeled for employees. Look at any great leader and
you'll see that the values and philosophies of that leader trickle down to their
employees and reflect in behavior. "Do as I say, not as I do" doesn't work!
Howard Schultz, the executive chairman and former CEO of Starbucks, is a

leader that has a simple leadership philosophy - treat people with dignity and
respect. This philosophy appears time after time in the Starbucks
organizational culture and can be measured in the quality of service a
customer experiences. Give your organizational culture a quick "gut check"
and observe your leadership team's behaviors.
2. Nature Of The Business
The mission, market, and operational structure of an organization have an

impact on an employee's behavior. Does your organization make a
meaningful difference through your products and services in the lives of your
clients and customers? Are your products and services creative, innovative or
easy to use? These types of things have a direct impact on your culture and
how your employees feel about working for your organization. Think about
your company's product/service, brand, and internal process. Your employees
may connect to one, all, or none.
You may be a technical support provider, apparel brand, or hospital

equipment provider. Do your employees connect to what you are providing or
selling? Do they understand it, value it, and/or use it? Connection to products,
services or the customer experience make a difference in an employee's
attitude and performance. As does the ease in which that employee can
service clients and customers. Are you open to feedback and do you
implement suggestions?
3. Company Values, Policies and Work Ambiance
Employees model the values emphasized in policies, procedures, and the

work environment. At TruPath, we asked our employees to identify and define
the fundamental truths that serve as the foundation for our system of beliefs
and behaviors. Our employees created five "TruPrinciples" and offered their
definitions for each:
"I Don’t Expect Trust To Be Earned. I Give It To My Partners In The
Workplace And Expect That They Will Foster It. Trust Is The Foundation For
Internal And External Partnerships." - Megan McQuade, Community
Relations Director
"It’s Important For Every Member Of Our Team To Develop A Positive

Relationship And Effective Communication With Our Clients (Client
Advocacy). They Are The Reason We Are Here." Robyn Neilson,
Accounting Manager
"Community Partnership Means Giving To Those Who Give, Serving

Without Expectations And Engaging With Organizations That Better Our
Community." Ryan Nouis, Founder & CEO
"A Growth And Learning Mindset Means Continually Expanding Your Skill
Set In Recruiting And In Life." Josh Rautio, Recruiting Manager
"Overall Production Is A Direct Reflection Of A Positive Team Environment.

An Environment Where Everyone Feels Like A Solid, Productive And
Important Member Of The Team Is Invaluable And Requires Effort To
Establish And Maintain." Chris McKay, Senior Recruiter
These TruPrinciples (company values) guide our policies and behaviors to

help promote an organizational culture that we all want to be a part of.
4. Clients and External Parties
We often think about the team members we work with daily but ignore who we
work for. The clients that a company serves are a big factor that affects
organizational culture. Why are clients part of the culture? These individuals
directly affect an employee's well being.
If a customer is upset and takes it out on an employee, that employee's

behavior may change and inadvertently impact those around him or her. If a
client has a big success and thanks the employee for a job well done, the
behavior tends to skew the other way.
Additionally, it's not just about customer service and how a client is "feeling."
Companies train clients how to treat employees. Some examples of this
include the language clients use when communicating and communication
cadence. Are your clients respectful and prompt? Do you expect your
employees to be respectful and prompt?
5. Recruitment and Selection
Perhaps no factor is more important to organizational culture than recruiting

and selecting the right types of employees. The types of employees hired by
an organization have the largest impact on its culture - especially when a
company is in high growth mode. Are you targeting employees that value your
company's vision and ideals or are you seeking employees who will challenge
the status quo and act as change agents for your organization?
TruPath utilizes a process for hiring talent. We call it our TruProcess. The
model is designed around building relationships with our clients and getting to
know candidates. Understanding a hiring manager's needs before searching
for talent is critical. Then, getting to know a candidate's goals, motivations,
and needs prior to discussing an opportunity establishes an open and honest
relationship.
Because TruPath recruiters reach out to candidates as opposed to waiting for

them to apply to a posting, "fit" is critical. If recruiters feel like a potential
candidate will not be a good fit, there is no need to present a position. There
may be something better suited for that persona at a later time.
Interested in talking to a TruPath recruiter? Don't hesitate to reach out to us!

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Here are five factors that affect organizational culture:

1. Top Leadership Principles

Howard Schultz, the executive chairman and former CEO of Starbucks, is a

2. Nature Of The Business

The mission, market, and operational structure of an organization have an

You may be a technical support provider, apparel brand, or hospital

3. Company Values, Policies and Work Ambiance

Employees model the values emphasized in policies, procedures, and the

"It’s Important For Every Member Of Our Team To Develop A Positive

"Community Partnership Means Giving To Those Who Give, Serving

"Overall Production Is A Direct Reflection Of A Positive Team Environment.

These TruPrinciples (company values) guide our policies and behaviors to

4. Clients and External Parties

If a customer is upset and takes it out on an employee, that employee's

Perhaps no factor is more important to organizational culture than recruiting

Because TruPath recruiters reach out to candidates as opposed to waiting for

Interested in talking to a TruPath recruiter? Don't hesitate to reach out to us!

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