How HR Influences a Healthy Company Culture

A healthy company culture is one of the most important aspects of building a successful business. It is the foundation upon which the rest of the company is built.

In this chapter, we’ll take a look at what a healthy culture is and how it can be built. We’ll also look at how HR can play a key role in creating and maintaining a culture that is conducive to the success of the business and the well-being of the people who work within it. We’re going to start by looking at the different types of culture that exist within a company, and then we’ll look at some of the things that HR can do to help create and maintain a healthy, productive culture. We are going to look at the following:

– What is a culture?

– The difference between a healthy and unhealthy culture

What Is a Culture?

Culture is a word that is thrown around a lot in the business world, but what does it really mean? The word culture comes from the Latin word cultura, which means “to cultivate.” In other words, a culture is a way of life that is cultivated and developed over time. A company’s culture is the set of values, beliefs, attitudes, and behaviors that are shared by the people within the company. These values and behaviors are passed down from one generation to the next, and they become part of the DNA of the organization. A culture can be good or bad, healthy or unhealthy, but it is always a reflection of the values and beliefs of the individuals who make it up. The culture of a company can be influenced by many factors, such as the values of the founders, the leadership style of the CEO, and the culture of the industry in which the company operates. It can also be affected by the company’s products and services, the size of the workforce, the type of business it is in, and many other factors. A good example of this is the culture that exists at Apple. When Steve Jobs returned to Apple in 1997, he brought with him a set of beliefs and values that were completely different from those of the previous CEO, John Sculley. Jobs believed that the company should be run like a start-up, with a small, tight-knit team of people who were passionate about what they were doing. He also believed that employees should be treated with respect and dignity, and that they should be given the freedom to make their own decisions and have a say in how the company was run. These beliefs were reflected in the way that Apple was run during Jobs’s tenure as CEO. When he left the company in 2011, he handed the reins over to Tim Cook, who continued to run the company according to the principles that Jobs had established. Apple’s culture has continued to thrive under Cook’s leadership, and it is now the most valuable company in the world, with more than $1 trillion in market capitalization. This is a great example of how a culture can change over time, and how a company’s values can be passed down to future generations of employees.

Culture is a very important aspect of any organization, and HR plays a critical role in helping to shape and develop it. The following sections will help you to understand what culture is, how it is developed, and what HR can and should be doing to help shape and maintain it in a healthy way. We will look at each of these areas in more detail in the following sections.

Understanding the Different Types of Company Cultures

When we talk about culture, we are usually referring to the culture within an organization. This includes the attitudes, values, and beliefs that are held by the members of that organization. It also includes the way in which these attitudes and beliefs are communicated to the employees and how they are treated by the employees. This chapter will give you an overview of the different ways in which companies can develop and maintain their culture.


Hierarchical cultures are those in which there is a clear chain of command within the organization, with the CEO at the top and the lowest-level employees at the bottom. In a hierarchical culture, the employees are expected to follow the orders of their superiors, and to do what they are told to do without question. This type of culture is very common in companies that are in the manufacturing or service industries, as well as in government agencies. In these types of companies, there is usually a clear line of authority, and employees are required to follow it. Hierarchal cultures can be very rigid and inflexible, and can be difficult to work in if you don’t fit in with the way things are done in that company. Employees who work in hierarchical cultures are often referred to as “yes men” or “yes women” because they are afraid to speak up if they don’t agree with what is being asked of them. They are afraid that if they do speak up, they will be reprimanded or even fired. This fear of speaking up can lead to a lack of creativity and innovation, as employees are not encouraged to think outside of the box.

The term “hierarchy” is often used interchangeably with the term chain of command, but they are not the same thing. Hierarchy refers to a system of authority in which one person has the power to give orders to other people. Chain of command refers to the chain of authority that exists in an organization, where one person gives orders to another person, and so on, until the last person in the chain gives an order to the person at the very bottom of the chain. In this book, we will use the term hierarchy when we are referring to a chain of power, and we will refer to it as a culture of hierarchy when it is being used to describe a company culture that is based on a hierarchy of authority. This distinction is important, as it is important to understand the difference between these two types of cultures, as they have very different implications for the people who work within them. In hierarchical cultures, employees are often afraid to disagree with their superiors for fear of being reprimanded, while in cultures of hierarchy, employees can disagree with each other without fear of reprisal, as long as they do so respectfully and with good reason. In the next section, you will learn more about the different types of hierarchies that exist in organizations, and you will be able to identify which type of hierarchy you are dealing with when you are working in a company that has a culture based on one of these hierarchies. You can also use this knowledge to help you decide whether or not you want to work for a company with a culture like this, and if so, how you can change the culture to one that is more suited to your own personal preferences and needs. You should also be aware that not all hierarchies are bad, and not all cultures based on hierarchy are bad either. In fact, many of the most successful companies in the history of the world have been based on hierarchies, and many of them have cultures that are based on the principles of hierarchy. You just need to be aware of the differences between the two, so that you can make an informed decision about where you would like to work and what kind of culture you would prefer to be a part of. In addition, you can use the knowledge you gain in this chapter to help create a culture within your own organization that is better suited to the needs of your employees and the way you want your company to be run. This will make it easier for you to get the best out of your team, and will also help to ensure that your employees are happy and satisfied with their jobs, and that they are able to do the best work they can for you and for your company. You don’t want your employees to feel like they are being forced to do things that they do not want to do, or that are not in their best interests. You want them to feel that they have the freedom to make their own decisions and that their opinions and ideas are valued and respected. You also want to make sure that they know that they can speak up and disagree with you if they feel that what you are asking them to do is not the best thing for them or for the company. This is why it is so important to have a culture in which employees feel free to speak their minds and to express their opinions, as this will help to create an environment in which they can do their best work, and in which you can get the most out of them as a team. It is also important to remember that it is not always possible to change a culture that has been established over a long period of time, but you can always try to change the way that you communicate with your employees so that they feel more comfortable speaking up and voicing their opinions. This can be done in a number of ways, such as by being more open and honest with them, by listening to what they have to say, and by making sure that you treat them with respect and that you listen to them when they have something to say. If you do all of these things, your employees will be more likely to feel comfortable speaking their minds, and they will also be more willing to share their ideas and opinions with you, which will help you to make better decisions and to come up with better solutions to the problems that you face as a company.


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