T3 Podcast | Which Organizational Culture Do You Fit? - Banu Özbek

Organizational Culture: Definition, Importance, Evolution, and Future

In this podcast, the definition of organizational culture, its critical role in a company’s success, its formation, evolution, and the impact of modern work models and technology on culture are examined in detail. Additionally, the differences between startup and traditional corporate cultures, as well as internship recommendations for students, form key topics of the discussion.

Definition and Importance of Organizational Culture

Banu Özbek defines organizational culture as the way a company operates and emphasizes that it influences every moment an employee spends at work. She underscores the critical role this culture plays in determining employee satisfaction and commitment. According to Özbek, organizational culture is a phenomenon that cannot be fully understood without experiencing different workplace environments.

Building a Healthy and Productive Organizational Culture

She states that a healthy organizational culture rests on two fundamental pillars: management’s genuine ownership of the culture and realistic foundations that respond to employees’ needs. The adoption of values set by leadership and their integration into daily work life ensure the culture’s sustainability.

Continuity and Change in Organizational Culture

Some elements of organizational culture may remain permanent, similar to rules in a company’s charter. However, certain practices such as maternity leave policies must inevitably evolve in response to social trends and global developments. This highlights the need for companies to remain rooted in their core while adapting to change.

The Impact of Technology on Organizational Culture

Technology has fundamentally transformed ways of working, affecting organizational culture both positively and negatively. Positive aspects include increased efficiency and tools that enable rapid progress in global projects. Negative aspects include the reputational risks posed by social media and the tendency of companies to remain in a constant state of defense.

Remote Work and Hybrid Models

The remote work model, accelerated by the pandemic, offers benefits such as flexibility and comfort but also brings drawbacks like reduced face-to-face interaction. According to Banu Özbek, the ideal model is the hybrid work approach, which leverages the learning and communication advantages of the office environment alongside the flexibility provided by remote work.

Differences Between Startup and Traditional Corporate Cultures

Startups possess a dynamic, agile, and innovative culture, while traditional companies tend to be more conservative and rule-bound. Startups typically feature flat hierarchies and lower employee loyalty, whereas traditional companies emphasize long working hours and high loyalty. Startups focus on short-term gains, while traditional companies operate with long-term strategies.

Cross-Cultural Interaction and Employee Engagement

The appeal of startups has pressured large corporations to adapt in areas such as flexible working hours and fringe benefits. It is emphasized that policies designed to enhance employee engagement must be realistic and add tangible value to daily workflows.

Internship Experience for Students

Banu Özbek advises students to complete internships in at least two organizations with distinct cultures. This experience provides a critical opportunity for students to understand in which type of culture they will be happier and more productive.

National Technology Initiative and Organizational Culture

Strong organizational cultures, where employees are deeply passionate about their work, are vital to corporate success and, by extension, to the national economy. Özbek states that a robust organizational culture contributes to the success of the National Technology Initiative by maximizing productivity from employees.