The term culture can be traced back to the origin of the earth. Primordial living organisms were organized, and their daily life always revolved around different set norms.  Work was part of such societies. Dr. Elliott Jacques, a 1950’s author who explored this great but complex organization philosophy hoping to improve workplace culture through documentation.

Customers as an organization culture

An organization is a group of personalities in its own atmosphere where employees have to adhere to those specific set of characteristics. Other than employees, a workplace is a beehive of activities with many different parties involved. Customers are the financial powerhouse of any business. They purchase, consume, and multiply the business community. There is a need to improve the workplace culture to provide what the market dictates.

The market share is always shrinking even as companies work towards obtaining a more significant percentage, it may not be easy. Companies should center their power in improving their culture. When customers are viewed as custodian of organizational culture instead of employees, is achieving the biggest milestone in improving workplace culture. It might be a bitter pill to swallow, but without customers, there is no company.

Culture is an organization’s disposition.

Workplace culture has been viewed as an organization’s psychological asset. It’s the heart of a company. After an awful experience, it’s the heart that feels the pain. The same happens in the workplace environment. The pain is slow yet dangerous.


Workplace culture is a dialect of communication. The source is always somewhere in the interior of the organization. Though it might be easy to adopt the language, it’s a lethal weapon. Killers of organizational culture like unhealthy gossip are mainly spread through language.


To understand the nature of agony, an organization feels, one must personalize it. Take it as a living thing. It’s a collection of rituals socially constructed and preserved in a single body. It exists as a spirit. It’s difficult to change, but as part of it, employees can improve workplace culture.

Organizations are made up of a pattern of assumptions that dictate behaviors in the workplace. Many of those fundamental norms are unchanged, unquestioned, and overlooked for generations by the organization’s most cataleptic members. Not every employee is taught how to follow such rules. What astonishes many is how each of them follows the strict code of conduct.

Collective culture

Teamwork and collective responsibility are imprinted in the organization’s manifesto. Believes are like collective responsibility. Everyone shares what they know to those who don’t know. Therefore, people’s preferences may not be their own, but they are influenced mainly by socialization based on the organization’s culture in which they belong.

It’s important to note that every organization has set rules and guidelines. A living body of beliefs that is responsive to stress and any destruction can be transferred to others. An organization is truly a personalized figure, it has a strong collective culture.

 To improve workplace culture involves doing what is right. Taking an organization as a group of responsibilities with a set of beliefs that should be passed on to junior members.