Corporate Culture Mindset [Infographic]

Topics: Infographic, Creative


Reading Time: 4 minutes

Check out this infographic on Corporate Culture from Human Resources MBA.



The editors at Human Resources MBA Degree Guide decided to research the topic of:

Corporate Culture Mindset: The Difference is Our People

What is Corporate Culture?

The set of tacit understandings and beliefs that form the foundation of how an organization works.

– What Defines the Culture? 
– Individual and team behaviors 
– Corporate definition of norms 
– Specific processes 
– How individuals and the organization make decisions 
– Is Culture Important? (Quotes from business experts) 
– “Culture eats strategy for lunch,” 
– “We have plenty of technology. What we need is to pause and change the culture to capture the value,”

Leaders in a New Kind of Corporate Culture


– Culture 
– Employees must be linked, not ranked 
– Pixarians are linked together by complementary skills 
– “When art and technology come together, magical things happen.” – Pixar co-founder Ed Catmull 
– No top-down mandates 
– Creative ideas come from collaborations 
– Enabling – Not Telling 
– Passionate leaders get their power from enabling others to do their work not telling them how 
– Soft skills (collaboration and improvisation) are as important as hard occupational skills. 
– Innovation demands the ability to live with ambiguity 
– Without all the information, intuitive decisions are necessary 
– Trying to avoid failure often results in stagnation 
– “failure is that negative space around success.” Randy Nelson, Pixar University Dean 
– Innovative leaders create diversified teams. 
– Hire some “wacky” free-thinking creative folks! 
– Passionate innovative leaders make work fun 
– Remember when you take yourself too seriously, life ceases to be fun 
– Cool Things about Working at Pixar 
– Superheroes Guard Your Office 
– Forget security systems. Pixar is guarded by the Incredibles. 
– Your Coworkers Are Actually Creative 
– Not just while making up excuses to stay home from work. 
– Buzz + Woody + Legos = Heaven for Toddlers 
– If those movies about genius toddlers were true, this would be where they worked. (Hopefully, wearing tiny suits) 
– The Best Wall Art Ever 
– Animators make the only truly inspirational office art we’ve seen 
– All the Cereal You Can Eat 
– Pixar has a giant room full of cereal, which is maybe the best thing ever 
– Cube, Sweet Cube 
– Animators work in cute little huts instead of cubicles. (Bigger and more luxurious than some apartments)


– Culture 
– Doing as little harm to the environment as possible 
– 1% of sales goes to environmental causes 
– Long-term view 
– We behave as if we’re going to be here 100 years from now 
– Flexible work hours 
– Blurring lines between work and play works for us 
– Believing in/Acting on our mission 
– Patagonia partnered with Ebay to encourage consumers to buy used instead of new – even their own products 
– We love our people! 
– Individuality flourishes while employees take pride in contribution 
– Employee recognition and awards 
– Individuals or groups are rewarded with things like gift cards, travel and parties 
– Cool Things about Working at Patagonia 
– Best Perks 
– Alternative work environment 
– Fitness 
– Community & environmental support 
– Fitness Benefits 
– Exercise areas for yoga or aerobics during workday 
– Many facilities include showers, bike racks and surfboard racks 
– Free weights and exercise available 
– Flextime 
– Let My People Go Surfing 
– Great balance between work and life 
– Culturally accepted for employees to take time off to pursue balance 
– Green Initiatives 
– Patagonia sent 7 teams to help after the 2010 Gulf Oil Spill 
– Employees were paid regular salaries while helping in the Gulf 
– Environmental Internship – employees work for nonprofit environmental organization of their choice

GOOGLE – Internet Giant with Over 24,000 Employees

– Culture 
– Flat management structure – no vast hierarchy 
– no task is too small for anyone to pitch in on 
– Founders care about mundane details 
– They even busy themselves with keeping cereal fresh in the cafeteria 
– Team spirit extends to ideas 
– Ideas aren’t filtered by layers of management 
– Everyone makes suggestions 
– The Google-O-Meter gauges popularity of employee suggestions 
– “Chief Culture Officer” is an actual job title at Google 
– Main responsibility is to keep Googlers happy 
– Location Themes 
– Offices have fun themes to keep life interesting (London – an indoor park, Zurich – meeting “eggs” instead of “rooms”, Mountain View – bowling alley) 
– Be Googley – What it means according to employees 
– Possibilities 
– Be excellent to each other 
– Be outrageously clever 
– Make stuff happen 
– Cool Things about Working at Google 
– Google bikes throughout the Googleplex 
– Ride from building to building. None are locked; employees simply take them when they need them. 
– Doctor on campus 
– A doctor regularly visits so Googlers don’t have to leave for check-ups 
– Google is known for its “20% time” 
– Employees can spend one day/week on whatever interests them 
– Extraordinary on-campus daycare 
– Employees can bring their children to work 
– Google uses goats to eat brush 
– Reduces fire hazard in fields near their California headquarters 
– Eat like rock stars 
– Their first company chef was Charlie Ayers, caterer for the Grateful Dead 
– Google employee perks are famous 
– At one time, they offered a $5,000 subsidy toward hybrid cars

Why Change the “Success Paradigm”?

– Business conditions have changed 
– Existing culture doesn’t facilitate appropriate responses 
– New technologies require a new culture 
– Corporate reorganization requires new cultural aspects 
– Embedded cultural beliefs that maintain status quo 
– We are different 
– Let’s stick to our tried-and-true approaches 
– Just be patient; this crisis will pass 
– We can’t afford to disrupt things now 
– Let’s count on our people in the front lines; they’ll do the right thing 
– Strategies for change 
– Top-Down Change: 
– leader sets the goals 
– describes the outcomes desired 
– provides feedback as to how the goals are being met 
– gives rewards for desired performance 
– Transformational Leadership 
– Presumes that culture change grows at the grassroots level 
– Leaders inspire the organization through 
– vision 
– optimism 
– enthusiasm 
– emotional appeal 
– provides personal support and encouragement 
– set personal examples 
– challenge their peers 
– Strategic Approach: 
– requires a business focus 
– connects culture with the organization’s vision 
– uses measurements to track progress 
– Helpful Tips for Change: 
– Perseverance, consistency, encouragement, reassurance 
– strong leadership must walk the talk 
– Compelling case to cement singular shared vision 
– highlight the wins

Want to see more awesome posts like this?

Sign up to receive updates and be one of the first to know when we have fresh content!

  • This field is for validation purposes and should be left unchanged.