Introduction
A company’s corporate culture refers to its shared beliefs, values, rituals, and practices that shape the employees’ behavior. In other words, an organization’s corporate culture is the unwritten code of conduct that guides the interactions of all stakeholders within an organization (Widarko & Anwarodin, 2022). Many managers in the US believe that improving a company’s corporate culture improves its value (Graham et al., 2022).
This paper will examine Vida Health’s corporate culture. Vida Health provides on-demand healthcare guidance to people facing various health problems. Through its exemplified corporate culture, Vida offers exceptional services and maintains talent. The ten factors discussed below determine Vida Health’s corporate culture and portray how people perceive the organization and how employees interact.
Corporate Culture Determinants and Their Rationale
Mission and Vision
Vida Health’s corporate culture is primarily influenced by the company’s mission and vision statements. The firm’s mission is to help people live healthier lives by providing digital solutions (“Vida Home,” n.d.). The company’s vision is to improve its technology to help clients achieve their goals.
Employee Empowerment
Employee empowerment involves motivating workers in an organization to achieve higher performance (Vu, 2020). In this company, all employees are encouraged to be responsible for their actions, which creates a culture of independence.
Communication
Vida’s corporate culture is also contributed to mainly by the open communication that is encouraged between members. Observing the company’s members interact paints a picture of a team with a common goal.
Leadership Style
Vida’s executive team is transparent, inclusive, and approachable. Therefore, the team members often feel free to contact their members whenever they have concerns.
Innovation
Vida appreciates that technology is constantly changing and seeks to hire innovative people. These habits ultimately create an innovative culture in the organization.
Work-Life Balance
Unlike many other organizations, Vida appreciates that employees need to be given time-outs to rest occasionally. This generous system ultimately results in happy employees and, thus, a positive culture.
Social Responsibility
Vida Health’s corporate structure is also determined by its commitment to positively impacting society. It does this through its commitment to making a positive healthcare impact in society. Moreover, the company is committed to providing society with other non-health-related solutions.
Employee Compensation
Vida has created a culture of constantly rewarding its top employees and punishing the bottom employees. Great rewards are given to the top 20%, the middle half gets nothing, and the bottom 20% are given warnings or removed from the organization (“Vida Home,” n.d.). This system creates a team of very dedicated people.
Teamwork
A look at how Vida functions will reveal that the company prioritizes teamwork. Communication is highly encouraged, and workers, even those in different departments, can easily interact with each other.
Inclusion
Vida appreciates its diverse team; therefore, it seeks to ensure the inclusion of people of all backgrounds. This inclusion creates a culture where people feel they belong, creating a culture of inclusion for all people.
Conclusion
The ten factors listed above collectively determine how people perceive the organization and how employees work with each other. The mission and vision provide a clear direction for the organization. Empowerment of workers creates a team that is independent and innovative.
Clear and open communication ensures that the executive team’s ideologies are shared. The leadership style encourages a culture of openness and risk-taking, resulting in growth. Innovation, collaborations, and employee rewards create a work culture with a dedicated workforce. Finally, appreciating diversity and promoting work-life balance gives Vida’s employees a sense of belonging.
References
Graham, J. R., Grennan, J., Harvey, C. R., & Rajgopal, S. (2022). Corporate culture: Evidence from the field. Journal of Financial Economics, 146(2), 552–593. Web.
Vida Home. (n.d.). Vida Health. Web.
Vu, H. M. (2020). Employee empowerment and empowering leadership: A literature review. Technium: Romanian Journal of Applied Sciences and Technology, 2(7), 20–28. Web.
Widarko, A., & Anwarodin, M. K. (2022). Work motivation and organizational culture on work performance: Organizational citizenship behavior (OCB) as mediating variable. Golden Ratio of Human Resource Management, 2(2), 123–138. Web.