Corporate culture and artefacts
There are many articles about and descriptions of corporate culture. In general, corporate culture can be described as a complex phenomenon because it includes many elements that are interlinked in sometimes highly complex ways. Corporate culture exists in every business, whether it’s wanted or not. The employees, the founders and the executives have shaped the corporate culture through their perspectives and actions. Artefacts are one element of corporate culture.
The term artefact is composed of the Latin words “arte” and “factum”.
in Latin, arte = with skill (ablative of: ars = art, skill) and factum = the deed. (Source Duden Online)
It can thus be inferred from the word artefact that it is something made with skill, an object created through an act of human intervention. Examples of artefacts can include, for example, work clothes such as a dark jacket with a stand-up collar, or jeans with a red shirt. Artefacts can be found in many operational areas such as how business decisions are made, working hours, scheduling meetings, rites and rituals or dealing with social events.
Artefacts are man-made, historically evolved characteristics that, at the same time, are typical of corporate culture and/or that have come to characterise corporate culture over time, so that employees refer to this characteristic as typical of “their” business. Company founders and long-serving executives have primarily created these artefacts through their behaviour, their views on humanity and their basic assumptions. Artefacts are thus the visible elements of the lived corporate philosophy.
Artefacts also include the use of human resource development tools and the methods of communicating feedback to employees and executives. The introduction and use of ALEADON software solutions helps executives to positively shape management and corporate culture. The Preference Analysis function can be used as an operational tool for talent management, and the results give employees insights into their own professional preferences and inclinations. In this way, a “match” between personal expectations and professional requirements is presented in a structured manner. In addition, other tools such as Competence Analysis or the “Feedback System” Staff Development Tool can be used to tackle cultural and personnel challenges within the company.