It is difficult if not impossible to identify the culture of a company or institution in the private sector, so most companies and institutions put their “vision” or “message” in mysterious sentences that no one understands, but may have many interpretations provided by the company’s officials according to the event, and according to the reality of the question about explaining the vision or goal.
If the vision carries the phrase: “Innovators of solutions, we believe in enabling human empathy, emotional growth,to solve the dilemmas of real estate technology”, its usefulness is not much different from the phrase “square root of empty paper space.” Therefore, in order to achieve the vision or purpose of the organization or company, life within the company is realistic.
Hence the difficulty for private sector managers and corporate leaders, is it better for them to hire people who look like the current culture of the company? Or is it better to find different people who add a new element to the company’s work environment?
A company’s culture is defined as the public perception that people expect about the nature of working for this company, and realistically companies always describe themselves as ideal high values, but these values are rarely what employees and employees within the company see.
Some economic experts and researchers therefore believe that it is possible to discover the company’s culture once it is dealt with from abroad, because the company’s handling of the outside world is based primarily on what is happening within the company.
Here comes the heart of this week’s article: Is it better for the company to look for a specific type of employee who is similar and agree with its vision, mission and methodology? Does the company’s orientation lead to a kind of exclusivity that may amount to racism: such as allocating employment to a certain class of society or degrees and specific disciplines? Or is it better for the company to bring together employees who are similar and agree with it in vision, mission, purpose and methodology, and employees who do not agree with it? In vision, mission, purpose and methodology? In short, is it better to hire those who agree and look like them economically for the institution or company? Or is it better to hire different people economically?
To answer this important question, it should be noted that some tasks in companies or institutions need a team of competitors to deepen the culture of discussion in the team, and here it is better to choose someone different from what is customary.
Some tasks need similar individuals who can quickly adapt to their new team to perform tasks as quickly as others, and here it is best to hire similar ones.
Between the nature of the first tasks, the nature of the second tasks, in addition to the age of the company or organization, it may be better for small companies whose culture has not yet been determined by the recruitment of different people who add new dimensions to the company so that the best are chosen to remain.
This leads to reflection on the meeting process, the degree of compatibility or incompatibility with the meeting manager, and if the compatibility score is 100%, this indicates an uncertain and non-renewable future in the future, and the company’s fate to loss may even be much greater than profit.
It is therefore better for every leader or manager in any field to ensure the diversity of their employee culture, the diversity of their compatibility with each other in terms of work, work performance, as well as diversity in their thinking and future planning for all aspects of the business in which they work.
Badr Salem al Badraniy
Records of education planning and economics