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Is Culture About Values or Behaviour?
A compelling discussion emerged today on whether culture is fundamentally about values or behavior. While values undoubtedly inform culture—shaped by nature, nurture, beliefs, and convictions—they remain largely invisible. Our thoughts and beliefs cannot be directly perceived by others; they only become apparent through our actions. Thus, culture is, in essence, about behavior. We interpret values through observable actions, but it is behavior that truly defines culture.
The Visible Impact of Behavior
Consider this provocative scenario: I might love or hate you, but unless I express or demonstrate it, you would never know. It is only when my feelings translate into actions, such as a punch or a kiss, that you begin to speculate about my motivations and values. The point here is that values, while important, only influence others when they manifest as observable behaviors. Culture, therefore, has an impact when it is experienced through actions.
Values vs. Behavior in Organizational Culture
Organizations often emphasize aligning personal values with corporate values, but this approach has limitations. Deeply embedded moral, religious, or personal values are not easily altered and should not be expected to change with each new employer. Instead, a more pragmatic focus on behavior—how we conduct ourselves within the organizational context—is more effective.
Employees can hold diverse personal values informed by various beliefs, yet still adhere to a professional code of conduct. Organizational culture should be defined by policies, procedures, practices, and everyday behaviors as outlined in staff handbooks and human resources manuals. What individuals believe in private is less relevant than how they act in the workplace, as long as it does not interfere with their professional responsibilities.
The Role of Policies and Procedures
Organizations are governed by laws and internal guidelines that shape behavior. These frameworks provide a structure for expected conduct, ensuring a cohesive and functional work environment. Judging employees based on their actions, rather than their personal beliefs, is both practical and respectful of diversity.
Embracing Diversity in Values
Expecting uniformity in values across an organization is as unrealistic as expecting all faiths to worship the same deity. A thriving organizational culture can accommodate a diversity of thought, beliefs, and perspectives. The key is to find commonality in purpose and collaboration. A shared goal allows for varied viewpoints, fostering richer decision-making and innovation.
The Importance of Shared Purpose
In any collaborative effort, the shared purpose becomes paramount. Within this common goal, there is ample room for diversity and dissent. Decision-making benefits from a plurality of perspectives and an openness to consider different opinions. This dynamic enhances what we do, how we do it, and our overall impact.
Practical Focus on Actions
Rather than overemphasizing values, organizations should concentrate on practical actions and behaviors. Structured routines and rituals, akin to pilots’ preflight checks or athletes’ training regimens, provide a foundation for consistent performance. It is this everyday structure that ultimately guides organizational culture.
In conclusion, while values are the underpinning of our motivations, culture is most effectively shaped and understood through behavior. By focusing on how we act within a structured framework, organizations can cultivate a thriving, diverse, and cohesive culture.
#OrganizationalCulture #Values #Behavior #Diversity #Leadership #WorkplaceCulture #Collaboration #ProfessionalDevelopment #BusinessStrategy
