A corporate/work culture is the sum total of the formal and informal items by which things happen in an organization. It reflects not only the organizational flow chart but also who really has the power to make things happen and how that power is used.

An organization has its own corporate/work culture which strongly impacts its productivity and profitability. To improve corporate/work culture of an organization, there should be clear corporate mission, which makes it much easier for people within the organization to set priorities, make decisions and determine values. Also, all members should comprehend the objectives or goal of his/her organization just as the upper management does.

One of the significant components of corporate components of corporate/work culture is the belief and attitudes of the employees, the people who make up such culture. Any organization’s performance reflects the belief and attitudes of the employees. Hence, turning the employees to create a productive culture that is in agreement with the organization’s mission is important.

To develop a corporate/work culture in an organization, the belief system of a manager is of immense importance. This is indicated by his/her behavior which will usually be obvious from employees. In fact, employee selection is a vital part in an organization because most professionals bring a set of culture belief with them regardless of where they work. A manager has a significant role to pay to develop corporate/work culture in an organization. He/she must clearly communicate to all members what the organization’s objectives or goal really is. Once an organization’s goal is set, a manager must ensure that it is continually borne in mind of the organization’s employees. This is indispensable for the viability of an organization.

Of course, a manager should be dynamic and efficient for effective team building, which is essential for the success of an organization. He/she should not forget to have frequent conversation with his/her staff members and should have a sympathetic ear to their grievances. He/she should have humane behavior to staff members, treating them with genuine concern. More importantly, he/she should be able to utilize the existing manpower and equipment or the maximum benefits of his/her organization.