- Social responsibility of the organization
- Discrimination and equal treatment in organizations
- Age stereotypes
- Ageism in organizations
- Anti-Discrimination Act No. 198/2009 Coll., 365/2017 Coll.
- Social climate in the workplace
- Generation of workers
- Work motivation and staff stimulation
- Work satisfaction and employee engagement
- Intergenerational cooperation, inter-generational sharing and learning at the workplace; diversity management, knowledge management, talent management
- Building a good name of the employer
Organizational culture supporting age management
Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.
Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid (The Business Dictionary).
Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004).
Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000).
While the above definitions of culture express how the construct plays out in the workplace, other definitions stress employee behavioral components, and how organizational culture directly influences the behaviors of employees within an organization.
Under this set of definitions, organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations (Ravasi & Schultz, 2006). Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization (Schrodt, 2002).
In business terms, other phrases are often used interchangeably, including “corporate culture,” “workplace culture,” and “business culture.” https://gothamculture.com/what-is-organizational-culture-definition/
The concept of organizational culture describes the shared values and beliefs of employees working for a company; it is influenced by factors such as the company’s history, line of industry, and leadership. Its sister concept, organizational climate, refers to employees’ shared perceptions of their company’s policies, procedures, and practices. An organization’s culture is thought to influence its climate which, in turn, impacts on employees’ motivation, performance, and well-being. By extension, organizational cultures and climates for successful aging entail how older employees and age management practices are collectively perceived by company members. http://agingandwork.bc.edu/blog/how-to-create-an-organizational-culture-for-successful-aging/
External and internal culture indicators
Source: Loennies 2010: 324 https://acta.mendelu.cz/media/pdf/actaun_2017065010347.pdf