Essay Sample on Organizational Culture: 3 Ways to Build Trust in the Workplace

Introduction

Organizational culture comprises of the expectations of a company as well as the values that guide the internal and external interactions of a company. Two essential aspects of corporate culture include trust and showing care to the employees. In the company I worked with before, trust was developed in three main ways. Firstly, the management was dependable and did what they promised to do. Secondly, the employees were able to trust the management because they were friendly and reliable. Lastly, the administration showed support for the employees, even when they had made mistakes. The company also showed care to its employees by giving new parents parental leave and paying those who were on sick leave or had family emergencies. Also, the company provided a free meal over lunch.

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Embracing diversity is also an essential aspect of organizational culture (Llopis, 2008). Diversity entails how an organization treats its workforce despite the differences in values and culture that they possess. Workforce diversity goes hand in hand with inclusivity. When employees feel respected and recognized irrespective of their gender, race, age, or education, they can air their opinions and ideas freely, and this improves the performance of the organization (Colvin, 2015). This fulfilling environment for employees will help reduce employee turnover in the organization.

One of the ways my organization values diversity is by exploring various forms of talent recruitment, which is not only based on academic qualifications but includes looking at a person's ideas, skills, and employment backgrounds. Due to the different experiences that each worker has been through, they are more likely to offer a wide range of designs and insights (Reynolds, 2017). Besides, productive and professional relationships have resulted since all workers, despite their ages and rank, can express their opinions without fear of judgment or not being heard or considered. As a result, we have managed to have a more inclusive organizational culture that has promoted a variety of talents.

An improvement that can be made by my organization in its strategy to enhance workforce diversity is to encourage dialogue about diversity in the organization (DiTomaso & Parks, 2007). The company needs to commit itself to diversity by making it part of the company mission to attract a more diverse workforce.

Conclusion

In conclusion, organizations and companies should prioritize and promote workforce diversity to attract job seekers in the market and to be competitive in the global market.

References

Colvin, G. (2015). How to build the perfect workplace [Blog]. Retrieved 5 March 2015, from https://fortune.com/2015/03/05/perfect-workplace/.

DiTomaso, N., Post, C., & Parks-Yancy, R. (2007). Workforce diversity and inequality: Power, status, and numbers. Annu. Rev. Sociol., 33, 473-501. Doi: 10.1146/annurev.soc.33.040406.131805

Llopis, G. (2008). Diversity Management Is the Key to Growth: Make It Authentic. Forbes.com. Retrieved 25 February 2020, from https://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-key-to-growth-make-it-authentic/#3552efbb66f3.

Reynolds, K. (2017). Five Strategies for Promoting Diversity in the Workplace [Blog]. Retrieved 25 February 2020, from https://www.hult.edu/blog/promoting-diversity-in-workplace/.