1.3 Explain how factors influence the culture of an organisation

This. guide will help you answer 1.3 Explain how factors influence the culture of an organisation.

Organisational culture develops over time through the influence of many factors. In health and social care settings, these factors can shape whether the workplace feels positive, supportive and safe, or stressful and negative. Understanding how each factor works helps you see why no two organisations are exactly the same.

Leadership Style and Behaviour

Leaders set the tone for workplace culture. The way managers or senior staff behave—how they communicate, solve problems, and treat others—has a major impact.

Leadership can influence culture through:

• Setting expectations for kindness, fairness and performance
• Being approachable and listening to staff concerns
• Acting as role models for the organisation’s values
• Encouraging teamwork and open communication
• Handling mistakes in a supportive way

For example, a manager who admits their own errors and values staff ideas helps build trust. A strict or distant leader may create a culture of fear or silence.

Organisational Policies and Procedures

Written guidelines, such as codes of conduct, safeguarding policies and equality procedures, give clarity about what is expected. How these are applied in practice shapes the culture.

Policies can influence culture by:

• Reinforcing professional standards and legal requirements
• Showing commitment to fairness, safety, and inclusivity
• Guiding staff on how to deal with difficult situations

When staff see that policies are enforced fairly and consistently, trust grows. If rules seem unfair or are ignored, frustration and confusion may follow.

The Attitudes and Beliefs of Staff

Staff bring their own values, beliefs and life experiences to the workplace. When these individual attitudes align with the organisation’s stated values, positive culture grows stronger.

If staff attitudes differ or some people resist organisational values, this can cause tension or clashes. Regular training helps everyone understand and adopt shared standards.

Communication

How people share information affects culture. This covers both formal and informal communication, such as meetings, emails, noticeboards, and conversations in corridors.

Communication influences culture by:

• Encouraging openness, where staff feel safe to speak up
• Reducing misunderstandings and gossip
• Promoting clarity around changes and decisions

Poor communication can lead to mistakes, isolation, or mistrust. Good communication builds a sense of teamwork and belonging.

Organisational Structure

This describes how decisions are made and how different roles relate to each other. Hierarchical (many levels of authority) or flat (few management layers) structures impact culture.

Structure shapes culture by:

• Affecting how easy it is to share ideas or feedback
• Influencing how quickly decisions are made
• Enabling or blocking collaboration between teams

A flat structure may support closer relationships and joint problem-solving. A very strict hierarchy can create barriers, making staff feel powerless.

Size of the Organisation

Larger organisations may have more complex systems and less personal interaction. Smaller settings often feel more like a family, where everyone knows each other.

Size can influence culture as follows:

• In large teams, subcultures can develop, and consistent communication can be harder
• In small teams, informality and strong relationships are common, but boundaries may blur
• Larger services may have more resources for training and support

The Service User Group

Different service user groups bring different needs, backgrounds and expectations. The type of care provided—children, older adults, people with disabilities—requires sensitivity.

Service users influence culture by:

• Affecting the language, routines and approaches staff use
• Requiring staff to adapt to different communication styles or cultural needs

For example, working in a children’s service means being playful, patient and creative. A dementia care setting might focus extra attention on respect and non-verbal reassurance.

Work Environment and Setting

The physical environment helps shape how people feel and act at work. Light, noise, privacy and resources all make a difference.

The work environment can affect culture through:

• Creating comfort and safety for staff and service users
• Supporting teamwork with open spaces for sharing and collaboration
• Impacting mood and stress levels

A poorly maintained, noisy or cramped setting can feed negativity. A welcoming, clean and calm environment promotes well-being.

Historical Events and Reputation

Past events, both positive and negative, leave a mark on organisational culture. Successes can create pride and motivation. Mistakes or scandals can breed caution, fear or defensiveness.

Historical events influence culture by:

• Shaping stories that new staff learn about the workplace
• Affecting trust in leadership and willingness to try new ideas

If an organisation has faced public criticism, it may become more rule-focused. After an award or recognition, people may feel more confident and united.

Training and Staff Development

Regular training supports a learning culture, making it clear that improvement is welcomed. Lack of training can leave staff feeling unsupported, leading to uncertainty or anxiety.

Training can shape culture by:

• Reinforcing the values and vision of the organisation
• Giving staff the confidence and skills to work as expected
• Encouraging staff to support and challenge each other in positive ways

Staff Diversity

A workforce made up of people from different backgrounds, ages, cultures and experiences can enrich the environment.

Diversity influences culture by:

• Broadening perspectives and encouraging new ideas
• Strengthening respect and understanding for different viewpoints
• Presenting opportunities for learning about inclusion and equality

If diversity is not respected, discrimination and unfair treatment may creep in. Open celebration of diversity supports a caring, adaptable culture.

Regulatory and External Pressures

Regulators, policies and outside agencies set standards and inspect quality of care. Funding pressures, government guidelines, and public expectations influence how services run.

These external influences shape culture:

• By requiring transparent, safe, and person-centred practice
• By encouraging a focus on improvement and learning
• By increasing stress and pressure if resources are tight

Staff may feel driven to meet targets, sometimes at the expense of service user well-being. Leaders must balance these demands with the organisation’s values.

Final Thoughts

Organisational culture is shaped by many interacting factors, both internal and external. Leadership, teamwork, communication, structure and environment all matter. So do policies, the needs of service users, staff diversity and external pressures like regulations and funding.

A positive culture grows when the organisation pays attention to these influences and works to create a safe, supportive, and respectful place for all. Your awareness of these factors helps you play your part in building and maintaining a good culture in your workplace.