Ideal vs Real Culture Examples: Why They Matter in the Workplace

The Ideal vs Real Culture Examples: Why They Matter in the Workplace

Culture is an integral part of any organization, influencing its structure, practices, and growth. It defines “how things are done” and what is expected of employees. But, how often is an organization’s culture aligned with its stated values, vision, and mission? This disconnect between what’s ideal on paper versus what’s practised in reality is the subject of the ideal vs real culture debate.

In today’s article, we delve into why this debate is relevant and how it can impact an organization’s performance and success.

What Is Ideal Culture?

Ideal culture refers to an organization’s beliefs, principles, and values, inspired by its mission statement and vision. It’s the culture that an organization aspires to create and maintain.

An ideal culture involves transparency, trust, respect, teamwork, open communication, ethical behaviour, growth opportunities, and work-life balance. Employees work in a happy and healthy environment, where there is no discrimination, and everyone is treated with equality and fairness.

When an organization’s leaders prioritize ideal culture, they inspire their employees to do the same, creating a strong sense of belonging and commitment.

What Is Real Culture?

But, ideal culture is an intangible concept, and organizations might struggle to align their actions with their stated beliefs. Real culture refers to the actual behaviours, practices, and attitudes that employees exhibit in the workplace.

It’s shaped by various factors, such as leadership style, workplace policies, employee interactions, feedback mechanisms, and the organization’s history and legacy. Real culture can align with ideal culture, creating a win-win situation, or it can contradict it, leading to tension, frustration, and a decline in employee morale.

The Importance Of Aligning Ideal Culture with Real Culture

Organizations that prioritize ideal culture reap numerous benefits. They create an environment where employees thrive, reducing attrition rates, and increasing job satisfaction and productivity. But, if real culture contradicts ideal culture, things can take a negative turn, causing employees to feel devalued, disengaged, and demotivated.

Misaligned culture can also impact an organization’s bottom line, affecting its brand image and customer loyalty. For instance, if an organization claims to value customer satisfaction but employees prioritize profit over service, customers are likely to notice and take their business elsewhere.

Organizations that value their employees’ well-being and growth opportunities are more likely to attract and retain top talent, boosting competitiveness and innovation. But, if employees feel that their organization’s culture clashes with their values, they are more likely to resign, leading to a loss of valuable skills and experience.

Real-World Examples: Ideal vs Real Culture

Let’s look at some examples of organizations that have faced the ideal vs real culture issue.

1. Wells Fargo Bank

Wells Fargo was hit with a $185-million penalty for unfair banking practices. The bank’s sales targets incentivized employees to create new accounts for customers without the customers’ consent or knowledge.

The bank’s leadership created an ideal culture where customer service was prioritized over sales goals, but real culture was just the opposite, incentivizing employees to prioritize sales over customer satisfaction.

The real culture created a toxic work environment where employees felt devalued, leading to high employee turnover.

2. Amazon

Amazon has been accused of prioritizing profit over employee well-being. The company’s leadership nurtures an ideal culture of customer service and innovation, but the real culture contradicts it.

Employees have complained of excessive workload, unreasonable targets, and a lack of work-life balance, leading to high stress levels, burnout, and even suicide.

The dissonant culture has led to high employee turnover and a negative image for Amazon’s brand.

Conclusion

The debate between ideal vs real culture is crucial in today’s fast-paced business environment. Organizations that prioritize ideal culture and align it with real culture can create a strong sense of commitment, loyalty, and innovation among employees, leading to growth and success. On the other hand, misaligned cultures create a toxic work environment, leading to disengagement, high turnover rates, and a negative brand image.

As organizational leaders, it’s essential to recognize the importance of culture and create mechanisms that align ideal with real cultures. Regular feedback, open communication, and transparency are some tools that can help align cultures. After all, it’s the employees who shape the real culture, and their experience and well-being should be at the heart of any organization’s culture.

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