Strong and Weak Culture
Organizations having a high level of shared values, where most employees align their individual values with organizational culture, have a strong culture. Such organizations usually achieve good performance results, for employees identify with the organization, respond to the organizational initiatives with a sense of ownership, and remain motivated. Strong cultures increase workforce cohesiveness, promote consistency, and reduce employee turnover, all improving organizational efficiency and performance.
Organizations that fail to align employee values with organizational culture have a weak culture. The workforce in such organizations generally remains noncommittal to organizational goals, and the organization has to exercise control over the workforce through extensive procedures and bureaucracy. Weak cultures also result in attitude and behavioral issues bogging down performance. For instance, failure to reconcile individual values with company culture may result in a new manager with a daring go-getting attitude remaining at loggerheads with a conservative top-management, or a new recruit who values caution and playing by the rules being lost and out of place in a company that values initiative and risk taking.
Success, however, depends on having the right organizational culture in place. For instance, most organizations require a performance-based culture that values hard work, initiative, risk taking, innovation and creativity. In such a scenario, establishing a process culture that values the process or how employees do things rather than what employees do, and ensuring employees' personal values and organizational culture “fit", is hardly the recipe for success.