Steps can be taken to make sure the culture supports, rather than interferes with, the goals of the company. Management must first be willing to frankly assess the underlying beliefs, mental models and assumptions that influence, how people react to each other, their superiors and their customers, on a daily basis. In other words, find out what the employees really think, and how this affects productivity and the bottom line. This assessment of the current culture then becomes the starting point for what to keep and what to change based upon the goals of the company. A company must then be committed to a process to create lasting change in how people really think and behave.
Employees take pride in and responsibility for their work.
There is a low turnover rate, as well as, a reasonable use of sick days. Employees recommend the company to their friends. Satisfied customers recommend the company to their friends. Sprint Paranet is another corporation that uses its culture as a major part of its competitive edge. New hires often report that they have chosen Sprint Paranet over other, even more lucrative offers, because of the quality of the Sprint Paranet culture.