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volume 4, issue 7, 2025
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FORMATION OF CORPORATE CULTURE AND INCREASING EMPLOYEE
ENGAGEMENT
Burxonov Bekzod Saydazim ugli
Samarkand Institute of Economics and Service
1st-year Master’s Student
+998946271771
Annotation:
This article analyzes the concept of corporate culture, its place in the organization,
the stages of its formation, and its direct impact on employee engagement. It is discussed that the
healthy formation of culture in a corporate environment strengthens trust, teamwork, efficiency,
and loyalty among employees, which in turn is a decisive factor in the stable and successful
operation of the enterprise.
Keywords:
corporate culture, employee engagement, motivation, team spirit, work efficiency,
organizational environment, values
Introduction:
One of the main factors of successful management in modern organizations is the formation of a
healthy and positive corporate culture. This concept covers not only organizational values and
ethical norms but also the relationships between management and employees, the culture of
internal communication, organizational traditions, and the overall working environment.
Corporate culture defines the organization's unique "internal spirit" and plays an important role
in achieving its strategic goals. Especially in today's competitive labor market, increasing
employee engagement, binding them to the organization, and strengthening loyalty is of
unparalleled importance. A well-formed corporate culture is a means that reinforces stability
within the organization, efficiency, and the spirit of striving for a common goal among
employees. This culture directly affects processes ranging from the company's daily activities to
strategic decision-making. Employees working in such an environment not only perform tasks
but also consider themselves responsible for the company's success.
The strength of corporate culture affects employee engagement in three main directions: spiritual
motivation, social connection, and opportunities for professional growth. Spiritual motivation
means that an employee approaches their work with moral satisfaction and accepts the
company's values as internal needs. Social connection implies trust and sincere relationships
among team members. This creates warmth in the work environment and employees support
each other. Opportunities for professional growth give each employee the chance to unlock and
develop their potential. Organizations create conditions for employees to work on themselves
through training courses, mentoring programs, rotation, and internal competitions.
Justice and transparency in the company’s internal policy are also an integral part of culture. The
openness of salary, promotions, competitions, and reward processes strengthens employees' trust.
This, in turn, leads to more initiatives and active participation by them.
Modern companies implement approaches like "open-door policy" and "guiding leadership" to
simplify communication between management and ordinary employees. In this process, leaders
need to demonstrate the company's values in practice through their behavior and serve as role
models. Otherwise, written values remain only on paper. The personal position and example of
leadership are among the most important factors in developing corporate culture. If the leader
adheres to organizational values, promotes honesty, openness, and mutual respect, this is
automatically replicated among employees. Conversely, if the management does not keep its
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promises, employees lose faith in values, and culture becomes artificial.
Also, adaptability in the organization — openness to changes and quick acceptance of new
approaches — indicates the development of culture. Companies that keep pace with the times
always take into account employees' feedback, strengthen teamwork through the use of
technologies, remote work systems, and modern communication tools. Such approaches make
employees feel valued and needed.
Improving the quality of internal communications is also important in strengthening corporate
culture. This includes internal newsletters, "listening days for employees," online forums, and
continuous feedback. Such systems not only give one-way instructions to employees but also
create opportunities to listen to them and consider their initiatives. An employee who feels the
importance of their opinion is not passive but active and responsible.
If the company widely promotes the value of "achieving success together," it strengthens
attention not to individual but to team results. This helps healthy internal competition and the
development of mutual assistance and advice exchange. Especially for new employees, such an
environment helps greatly — they do not feel lonely and quickly adapt.
Many modern companies use management styles based on emotional intelligence to increase
employee engagement. In this, the leader understands employees' mental states and supports
them with a personal approach. This strengthens not only loyalty but also a trust-based
management system.
Additionally, internal reward systems — for example, "Employee of the Month," "Best Team,"
"Award for New Initiative" — increase healthy competition, motivation, and satisfaction among
employees. Such initiatives must always be carried out fairly; otherwise, these rewards can have
the opposite effect.
Corporate culture is also strengthened through social responsibility projects. If employees
actively participate in charity events, environmental campaigns, or projects working with
students or youth organized by the company, they deeply understand the organization’s values
and feel connected to these values.
Moreover, elements like hybrid work mode, flexible schedules, psychologically healthy
environment, and freedom to choose responsibility play an important role in increasing employee
engagement. Especially representatives of the new generation (Generation Z) consider such
opportunities as one of the most important motivators.
Another important aspect of strengthening corporate culture is ensuring inclusiveness in
multicultural teams. Respectful cooperation of employees of different nationalities, genders, ages,
or levels of experience brings not only cultural richness but also innovative approaches.
Corporate culture means the totality of shared values, beliefs, behavioral norms, and traditions
within the organization. Each organization has its unique internal environment formed over
many years of experience, management style, relationships among employees, and company
strategy.
Positive corporate culture serves as a source of spiritual stability, motivation, and activity for
employees. If open communication, respect-based relationships, and the opportunity to freely
express opinions exist in the organization, employees' job satisfaction increases. They feel like
important members of the team, which strengthens their initiative.
The main factors important in forming corporate culture are:
Leadership style and commitment of management to values. The values demonstrated by
the leader usually guide the whole team’s spirit.
Effective communication with employees: each employee at any level should freely
express their opinion and be sure of being heard.
Development of team spirit and cooperation culture. Focusing on team results rather than
individual achievements strengthens trust and unity among employees.
Recognition and encouragement: when each employee receives appropriate evaluation
for their work, their attitude towards work strengthens.
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Increasing socialization level through corporate events, social projects, and sports
activities.
In today’s digital age, companies strive to maintain a healthy culture amid hybrid work styles,
remote communication, and use of artificial intelligence. This condition plays a decisive role in
company branding, attracting, and retaining workforce.
Organizations conduct anonymous surveys, feedback sessions, and annual evaluations to analyze
employees' moods and team environment. Such approaches increase employees' active
participation and help them respond positively to organizational changes.
Also, large companies select employees according to organizational values and culture. During
interviews, not only qualifications but also character, social skills, and ability to work in a team
are important. This creates a harmonious team in the organization.
Conclusion:
The formation of corporate culture is important not only to improve the internal environment of
the company but also to strengthen its external image. Organizations operating based on this
culture have employees who feel valued, heard, and necessary. As a result, their engagement,
initiative, and work efficiency increase. A healthy and fair organizational environment ensures
long-term success and competitiveness.
References:
1.
Robbins, S. P. (2020). Organizational Behavior.
2.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational
Culture.
3.
Mintzberg, H. (2015). Managing the Workplace.
4.
Labor Code of the Republic of Uzbekistan.
5.
www.hbr.org – Harvard Business Review articles
