Organizational Health Consulting can help organizations piece together the necessary components of a successful workplace culture by taking its clients from evidence to practice through the following services:

1. Guiding workplaces through progressive steps toward productive organizational

    change and development. Beginning with a Corporate Culture Health Audit

    and other data collection, we facilitate the creation, implementation and

    evaluation of an action plan.

2. Providing our research based seminar, Transforming Organizational Culture:

    A Leadership Imperative, for senior and middle managers. The seminar

   content is based on the current research of three leading Canadian authorities on

   workplace health. The seminar focuses on the “how to” of cultivating positive

   employment relationships and working toward solutions that will improve

   work-life balance, employee health outcomes, job satisfaction,

   recruitment and retention and organizational performance.


3. Follow-up consultation when required.


   Moving from research to practice will enable you and your executives to

   create and sustain a healthy organizational culture that will drive your

   organization forward and lead to a healthy bottom line.                                        

Let us help you put together the pieces of the organizational health puzzle. 



 

The Influence of Workplace Culture



Organizational culture is defined as the shared values, beliefs, and assumptions considered to be the appropriate way to think and act within an organization.

Henry Mintzberg, one of the world's leading management experts states, "Culture is the soul of the organization - the beliefs and values and how they are manifested.   I think of the structure as the skeleton, and as the flesh and blood. And culture is the soul that holds the thing together and gives it its life force." Culture provides stability to an organization and gives employees a clear understanding of the "way things are done around here."

(Robbins and Langton, 2004)

Culture sets the tone for how employees interact with each other, what is valued by the organization, and what the expectations for managers and employees are. Often, changing just the structure, or the technology, or bringing in new people may not be enough to achieve fundamental change in an organization. That is because culture often represents the mindset of the employees and managers.

There are numerous examples which illustrate that a change in the mentality by senior executives which holds that its employees are its biggest asset, positively influences job satisfaction, retention of key talent, improvement in labor relations and decreases in unit operational costs.

While changing culture is not easy, it is possible with commitment from senior executives and middle management.

If you require assistance with the transformation of your organizational culture contact us for more information.