Culture is unwritten rules/guidelines followed by all the staff members in a given situation. A corporate culture determines how people respond, react or act in any given situation. The situations would vary from smallest transaction like greeting one another, calling by the first name, responding to emails, conducting meetings or dealing with clients.
The culture creates a binding amongst the staff, as they all think and act alike in a given situation. This as a great employee retention technique, once a employee is comfortable with the culture, would rarely try to move out of this comfort zone. The onus of incorporating the culture into every employee begins from the top, the CEO. To given an instance, if the CEO reschedules/misses any appointment with any of his staff even on a smallest topic couple of times, the staff accepts this as a norm. The same is practiced by others with their peers or junior staff, thus setting a unwritten culture of missing appointments. This get noticed only during interaction with external stakeholders.
To remove bad practises and bring in good cultures, the organisation needs to have feedbacks by staffs from all levels, create forums to allow staff post their views/suggestion, take formal feedback from new employees on what they like and dislike and senior management has to keep evaluating its every smallest action.
This may be acceptable for some or tolerated by few, but this would start showing up in our life, personal and professional.
