Corporate culture is the shared beliefs, standards, behaviors, and attitudes that influence the relationship between the workforce and management. Corporate culture acts as a guide to how employees of an organization are supposed to feel, think, or act. It can have a profound influence on a corporation and its workers’ success. It is what distinguishes each corporation, and it has an influence on everything from brand image to staff retention and engagement. Positive corporate cultures directly result in high morale at workplaces and actively engaged and productive employees. This research paper looks to examine the corporate culture of UnitedHealth Group, Inc., a company whose major emphasis is on healthcare management.
UnitedHealth Group Inc. is a healthcare conglomerate with a wide range of operations like UnitedHealthcare, which provides health coverage, and Optum, which provides health services. UnitedHealth Group Inc.’s corporate culture, as observed, is influenced by its capacity to satisfy patients’ needs and oversee human capital. The corporate culture of the organization is characterized by positive and constructive cultures that promote strong interpersonal interactions as well as a focus on achieving self-actualization (Mullakhmetov et al., 2018). The enablers, or factors that determine the corporate culture for UnitedHealth Group Inc., include:
- Transformational leadership.
- Role clarification.
- A transparent and flattened management system.
- Professional facilitation.
- Support for the human resource department.
- A supportive style of decision-making and leadership.
- Business nature.
- Company values and principles.
Corporate culture determinants are the variables that contribute significantly to the establishment of an atmosphere that is useful and rewarding to all participants, regardless of their work levels in the organizational hierarchy. Transformational leadership is a key to corporate culture determinant as it is a style of leadership that encourages, inspires, and motivates individuals, thus influencing a company’s success in the future (Kotamena et al., 2020). At UnitedHealth Group Inc., this is achieved through executives leading by example with a great commitment to corporate culture, workplace independence, and employee engagement.
Organizational culture comes from attitudes, common views, values, and behavioral conventions among co-workers at UnitedHealth Group, Inc. A shared style of understanding the company is mirrored in corporate culture, which allows employees to see events and situations in distinct but complementary ways. Some values shared in a working environment, like lifelong learning, leadership development, collaboration, individual-centeredness, and stakeholder participation, are manifested in reality; there is a common mission and vision, as well as personal and group accountability. Transparent leadership is a major internal driver of the corporate culture. A bad leader could have an adverse influence on the culture of an organization (Aryani & Widodo, 2020). An inadequate boss who violates the rules and does as they want sets a bad example for the employees under their leadership and allows them to act in the same way.
The nature of business plays a crucial role in determining the corporate culture. Each company has its own set of goals that help define the culture of the company. The norms and expectations of an accounting business will contrast with those of an arts center. While basic ethical considerations are universal, the specifics of each sector will vary. These distinctions will help to shape organizational culture. Recruitment of the right attitude in an organization is also one of the corporate culture determinants. Every individual has their own collection of personal attributes, skills, and experiences. Companies like UnitedHealth Group Inc. are better equipped to recruit participants that exemplify the corporate goals by designing a recruiting process that aims to make sensible recruitment decisions.
Aryani, R., & Widodo, W. (2020). A Conceptual Framework for the Determinants of Organizational Culture and Their Impact on Organizations 9(3), 64-70, International Journal of Higher Education.
Kotamena, F., Senjaya, P., & Prasetya, A. B. (2020). A Literature Review: Is Transformational Leadership Elitist and Antidemocratic? 1(1), 36-43, International Journal of Social Policy and Law.
Mullakhmetov, K. S., Sadriev, R. D., & Akhmetshin, E. M. (2018). Corporate Culture in Management Systems. Web.