Now, let's say that nine months go by and you decide you must replace him. Maybe you will give him a few weeks of severance, and you feel bad, so you will pay for outplacement cost. Then there is the recruitment costs, lost productivity, increased overtime of others who pick up the slack, lost opportunity to conduct financial analyses in particular areas of the company, along with new training and indoctrination costs. The impact of culture on the bottom line can be quite high, as demonstrated in the previous examples. It is imperative to know the company culture and assess new employees' belief systems against your organizational culture.
People often wonder how a culture is created.
Their actions and behaviors set the stage for establishing the culture. The culture can change over the years when the senior management of the company consciously begin to behave differently and acknowledge new methods and techniques to describe the ways things are going to be done. The success of the change will have a direct proportion to the level of commitment given to the change. For example, let's say the CEO proclaims that the company will display the utmost honesty and integrity possible. How successful will this be if the sales department still tells white lies to the customers about the status of the shipment to cover up for an error in getting the order placed.