Workplace culture

Overview
Workplace culture varies greatly depending on the type of industry or business, the style of leadership in the organization, and the diversity or uniformity of the workforce in terms of age, sex, ethnic and cultural background, and educational and socioeconomic status.
Various factors contribute to your perception of workplace culture. How your family shaped your attitude toward work and career is influential, as well as your ethnic or cultural background, particularly in regard to attitudes toward work and authority. Your ability to manage conflict and strive for "win-win" solutions also plays a role. Other factors include your age and stage of career development. For example, a young adult just starting a career is likely to have a different perception of work than an older person nearing the end of a career. Your need for challenge or stability can also affect your perceptions of the workplace.

Types of workplace cultures
According to Robert Blake and Jane Mouton, authors of Leadership Dilemmas -- Grid Solutions, there are five general types of workplace culture, each with a unique way of handling conflict among employees.

Low concern for tasks and productivity, as well as the social and emotional needs of employees: This type of culture is often prevalent in organizations experiencing change, such as when a leader retires, a plant faces closure, or layoffs are imminent. When conflict occurs, it does not seem to matter to participants.

High concern for tasks and productivity, but low concern for the social and emotional needs of employees: This type of culture is often prevalent in organizations with a rigid, hierarchical command structure. Dissent is not tolerated and forming meaningful relationships with other employees is discouraged.

Moderate concern for tasks and productivity, as well as the social and emotional needs of employees: With a "middle of the road" culture, conflict is often managed by manipulating the workload or the demands and rewards of work.

Low concern for tasks and productivity, but high concern for the social and emotional needs of employees: This type of culture focuses on relationships between employees. If there is significant focus on "in groups" and "out groups," the culture can be quite political. When conflict occurs, it's usually interpersonal in nature. Often, conflict is squelched because the emphasis is on employees getting along.

High concern for tasks and productivity, as well as the social and emotional needs of employees: With a team-focused culture, conflict is understood to be a part of the process. Conflict is handled by open discussion and attempting to develop "win-win" solutions.
Workplace culture can also influence how and to what extent an employee assistance program is utilized. For example, the extent to which employees are informed about their employee assistance services and general perceptions regarding program confidentiality have a direct impact on utilization.


Characteristics
Physically, a poor workplace culture may cause stress-related complaints such as headaches and tense muscles. Psychologically, you may feel angry, confused or hopeless. You may blame yourself or others for the feelings. Some unhappy employees develop low self-esteem or fantasize about revenge regarding certain co-workers or the workplace itself. Socially, you may exhibit aggressive or destructive behavior. You may experience increased absenteeism or workplace conflict, as well as begin to explore other job options. Lack of assertiveness and passive-aggressive behavior are also common. Eventually, you may notice increased tension in relationships outside of work.
Sometimes problems with your workplace culture can be more than you're able to handle at the time. Symptoms such as sleep disturbances, decreased energy, changes in appetite, anxiety, depression, inability to concentrate and hopelessness may warrant further evaluation by a health care professional.

As with all physical symptoms, consult your medical doctor to rule out a medical condition. If these or any other symptoms cause you distress that doesn't seem to improve, seek additional help and support from a mental health care professional.


Coping strategies
If your workplace culture significantly affects your ability to perform your job successfully or otherwise interferes with your health and well-being, you may want to consult your supervisor or human resources department. The role of human resources is to assist employees with work-related concerns and serve as a liaison between employees and the company. You may also want to consider your own skills for coping within your workplace's culture. For example, learning to improve your communication skills and problem-solving techniques, as well as conflict and anger management skills, may have a positive impact on your experience on the job.