For those involved with human resources, culture and value are some of the most commonly heard terms. But let's face it, for all the talk, these are tricky to define. Quite often, you realize that you want, or need, to make some wholesale changes. For example, you may desire to shape new behaviors, promote new ways of thinking to spur innovation or define a learning culture to engage and develop your employees. But, as anyone who has attempted a change management initiative of this magnitude will attest, it's easier said than done. And at the heart of any such organizational change is its culture and value system.

Organizational Culture: The soul of an Organization

Before answering whether a culture assessment is necessary, you should understand the culture in a general sense. At its most fundamental level, an organization's culture is built on ideals derived from a basic understanding of:

• Human nature

Are people good or bad, proactive or reactive, mutable or immutable?

• The organization's interaction with its environment

How organizations define their business and constituencies?

• Relevant emotions

Which emotions need to be encouraged or suppressed?

• Effectiveness

What metrics prove the performance of an organization and its components?

Most company cultures are not that different from one another. However, the characteristics that distinguish them include:

• Values
• Degree of hierarchy
• Degree of urgency
• People orientation and task orientation
• Functional orientation
• Subcultures

The Need For Culture Assessment

The pulse of their organisations is always on the minds of visionary executives. Why? Because culture can influence whether a company flourishes or fails. Companies that have mind-numbing jobs or leaders who condone bad behavior are unlikely to last long. Healthy cultures, on the other hand, can provide a distinct competitive edge. Employees are more engaged with their tasks when they trust one another and feel respected. And high levels of employee engagement lead to significant business success. Leadership structure, office environment, core mission and values, interpersonal relations, team engagement, and communication style are some of the many elements that shape company culture. A strong company culture improves:

• Identity of the organization
• Employee retention
• Corporate image

The Right Tool To Assess an Organization's Culture

A culture assessment test can evaluate your overall workplace culture. It aims to analyze both the implicit and explicit beliefs and attitudes an organization holds and fosters. In addition, culture assessments evaluate an organization's specific expectations, experiences, philosophies, mission, and values that set the tone for stakeholder behavior. With cultural or value assessment results, leaders can make informed decisions regarding culture and examine whether changes are necessary to strengthen the organization.

Here's how to conduct a cultural assessment in five steps:

1. Choose the suitable cultural assessment test and value assessment test
2. Perform the assessment impartially
3. Examine the results of the assessment
4. Draw conclusions about the assessment's results
5. Draft a plan for implementing cultural changes

The entire exercise becomes fruitful if you employ the proper tests. One of the most globally trusted and efficient assessment platforms that can facilitate your culture assessment process is Discover Assessment. Their gamified assessments can not only help you hire the right talent but also improve your organization's overall productivity and performance.