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Create Happiness Oriented Organization Culture

Twentieth century wisdom advocated the use of stress to get people to work harder. Twenty first century science shows clearly that stress reduces productivity, capabilities and motivation. Twenty first century managers are realizing that employee happiness and engagement builds customer happiness and engagement that builds company performance and profitability. (1)
The interest in organization culture derives largely from its presumed impact on organization effectiveness. Considerable speculation and increasing research support suggest that organization cultures have both direct and indirect relationships with effectiveness. Indirectly, culture affects performance through its influence on the organization’s ability to implement change. Directly, evidence suggests that, in addition to affecting the implementation of business strategy, corporate culture can affect organization performance. (2)
Following my discussion, you will:
- Know how to create an organizational culture of happiness
- Learn a successful example of applying QWL in a company
- Consider the ultimate goal as an entrepreneur
Chip Conley: Measuring What Makes Life Worthwhile
How to Create a Happiness Oriented Organization?
1. Define your legacy “Decide what kind of organization you want to have,” suggests Roberta Chinsky Matuson. “Think about what you want people to say about your company when they leave and then work backwards.”
2. Hire Smartly “Get the right people on the bus,” advises Kirshner. “You can lay out a vision, but you need good people to take it to the next level.”
3. Listen “Ask your employees what they like about working at your company, what they hate about it, and what they would do differently if it was their company,” suggests Kirshner. “Focusing on their needs creates a positive corporate culture.”
4. Engage Consider sharing company goals and financials—good and bad—with your employees. Open lines of communication will create a culture of openness in your organization, and employees may become more engaged in the success of the business.
5. Reward A pat on the back is always appreciated, especially when it comes from your boss. “Give recognition where it is due,” Chinsky Matuson says. “Acknowledging and rewarding can really energize your employees.”
6. Prepare to change Changing a company’s culture takes time, patience, and serious dedication. Chinsky Matuson says “If your culture isn’t where you want it to be, start looking at making big changes. Those changes can be tough ones because they might include terminating bad apples.” (3)
In 2009 Zappos inserted a simple statement into their vision that reflects the underlying core value that is at the heart of their company. It says, “Zappos is about delivering happiness to the world.”
Hsieh studied the concept of what makes people happy and investigated ways to integrate his findings into his company. He offers several frameworks to consider, such as our need for perceived control in our lives , perceived progress , connectedness and meaning/vision.
This type of corporate emphasis helped develop a company culture that focused on amazing customer service, which aimed ultimately at customer happiness. While Zappos was certainly concerned with profitability and bottom line, they managed to never lose sight of the crucial importance of what they were delivering, but how. (4)

A culture can be created or reinforced through the use of socialization. Reinforcing a culture can emerge through through the adherence to chosen important values. Organization cultures have both direct and indirect relationships with effectiveness. The key to the success is to ensure that the culture you wish to socialize others into is an ideal one, necessary for breakthrough performance in your work area or organization.
(2) California InterContinental University, 2007. MGT 616 Organizational change and development in management system
(3)Morell, K., 2011. 6 Ways to create a positive corporate culture.
(4) http://www.planeconversations.com/tag/tony-hsieh

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