Written by Guest Author | December 24, 2015
Your company’s culture is fundamental to how it carries out its work, from quick and easy tasks to major projects. Organisational development consulting guru Peter Drucker has even claimed that “culture eats strategy for lunch”.
Company cultures fall into two types: compliance culture and commitment culture. There are very distinct differences between the two, but what are they?
A compliance culture: a strong top-down approach
A compliance culture sees the company headed by a very autocratic leader with high and often unrealistic demands. Workers are required to routinely ‘comply’ with the leader’s wishes rather than suggest ideas of their own. Individual decision-making is not encouraged, especially as any mistakes are harshly punished.
Rather than helping teammates, team members are focused on satisfying the team leader. As a result, they fulfil minimum requirements, rather than going ‘beyond the call of duty’. The working environment is often stressful, with much passive-aggressive behaviour.
Commitment culture: individual ideas in effective collaboration
With a commitment culture, on the other hand, the leader is more open and collaborative. They will encourage ideas from the team, the members of which are aware of both their individual roles and the company’s broader aims.
This leads team members to contribute to the company effort more enthusiastically. They often go beyond the call of duty. Their ideas are taken on board and nurtured. The leader also perceives mistakes as learning experiences, rather than simply warranting punishment. The result of all of this is a more pleasant, friendly and productive workplace.
A commitment culture is within easy reach
Using our recruitment software can help get your firm off to great head-start in attracting the most promising talents. However, without a commitment culture that values individual ideas and expression, you are less likely to fully realise the benefits.
Even if you work in a sector, such as healthcare, that requires compliance with regulations, you can still meet aims more effectively with a commitment culture. This is because your firm’s culture relates to how your workers are led and communicated with, not the type of work that they do. Make the right choice of work culture for your own company.