Fundamentals

Consider this ● a recent study highlighted that over 60% of small to medium-sized businesses (SMBs) believe a strong company culture is critical for success, yet fewer than 20% actively measure it in any systematic way. This gap represents a significant blind spot for SMB leadership. Many SMB owners intuitively grasp the importance of a positive workplace environment, recognizing it as something beyond mere perks or office décor. Culture, at its heart, is the unspoken agreement on how things get done, the shared values and beliefs that guide daily actions and decisions within a company.

It’s the collective personality of the business, influencing everything from employee morale to customer interactions. For SMBs, culture is not a fluffy abstraction; it is a tangible asset, directly impacting productivity, employee retention, and ultimately, the bottom line. However, for many SMBs, especially those just starting out or operating with limited resources, the idea of measuring something as seemingly intangible as culture can feel daunting, even unnecessary. They might rely on gut feelings, anecdotal feedback, or infrequent employee surveys, methods that often lack depth and consistency. This is where automation enters the picture, not as a replacement for human insight, but as a powerful tool to amplify and refine it, providing SMBs Meaning ● SMBs are dynamic businesses, vital to economies, characterized by agility, customer focus, and innovation. with a more authentic and data-driven understanding of their organizational culture.

Why Culture Measurement Matters for SMBs

Ignoring culture in an SMB is akin to navigating without a compass; you might be moving, but direction and destination remain uncertain. A well-defined and actively managed culture acts as a magnet for talent, attracting individuals who resonate with the company’s values and are more likely to be engaged and productive. Think about it ● employees who feel a strong connection to their workplace culture are statistically less likely to seek employment elsewhere, reducing costly turnover and preserving valuable institutional knowledge. Furthermore, a positive culture directly impacts customer experience.

Employees who are happy and aligned with the company’s mission are more likely to provide excellent service, fostering customer loyalty and positive word-of-mouth referrals, especially vital for SMB growth. Internally, a healthy culture promotes better communication and collaboration. When employees understand the cultural norms and values, they can navigate workplace dynamics more effectively, leading to smoother teamwork and reduced internal friction. Conversely, a toxic or misaligned culture can breed negativity, conflict, and decreased productivity, creating a drag on growth and innovation. In essence, culture is the invisible engine driving an SMB’s performance, and measuring it allows business owners to understand its health and make informed adjustments to optimize its power.

Automation ● Debunking the SMB Misconceptions

The word ‘automation’ often conjures images of complex, expensive systems, something seemingly out of reach for the typical SMB. This perception, however, is increasingly outdated. Modern automation tools Meaning ● Automation Tools, within the sphere of SMB growth, represent software solutions and digital instruments designed to streamline and automate repetitive business tasks, minimizing manual intervention. are designed to be accessible, affordable, and user-friendly, even for businesses with limited technical expertise. Automation, in the context of culture measurement, does not mean replacing human interaction with robots.

Instead, it involves leveraging technology to streamline data collection, analysis, and reporting, freeing up valuable time for SMB owners and managers to focus on interpretation and action. Consider the traditional methods of culture assessment ● manual surveys, lengthy interviews, and subjective observations. These methods are time-consuming, prone to bias, and often provide only a snapshot in time. Automation offers a more continuous and objective approach.

Imagine using automated pulse surveys to regularly gauge employee sentiment, or employing natural language processing Meaning ● Natural Language Processing (NLP), in the sphere of SMB growth, focuses on automating and streamlining communications to boost efficiency. to analyze feedback from various channels, identifying emerging trends and potential issues in real-time. These tools are not about creating a sterile, data-driven culture; they are about providing SMBs with a clearer, more consistent picture of their existing culture, enabling them to make more informed decisions about how to nurture and strengthen it. Automation democratizes culture measurement, making it feasible and impactful for businesses of all sizes, including the smallest of SMBs.

Starting Simple ● Entry-Level Automation for Culture Insights

For SMBs taking their first steps into automated culture measurement, the starting point should be simplicity and practicality. Overwhelming yourself with complex systems from the outset is a recipe for frustration and abandonment. Instead, focus on readily available, user-friendly tools that can provide immediate value. Think about leveraging existing communication platforms.

Many SMBs already use tools like Slack or Microsoft Teams for internal communication. These platforms can be integrated with survey apps or sentiment analysis Meaning ● Sentiment Analysis, for small and medium-sized businesses (SMBs), is a crucial business tool for understanding customer perception of their brand, products, or services. tools to passively collect data on employee interactions and sentiment. Free or low-cost survey platforms like SurveyMonkey or Google Forms can be used to create short, regular pulse surveys to gauge employee satisfaction, engagement, or specific aspects of culture. Email automation tools, commonly used for marketing, can also be adapted for internal communication, automating the distribution of surveys and feedback requests.

Social media monitoring tools, while primarily used for marketing, can provide insights into how employees are talking about the company online, offering another perspective on company culture. The key is to start with tools that are already familiar or easy to learn, focusing on collecting basic data points that can provide initial insights into employee sentiment Meaning ● Employee Sentiment, within the context of Small and Medium-sized Businesses (SMBs), reflects the aggregate attitude, perception, and emotional state of employees regarding their work experience, their leadership, and the overall business environment. and cultural trends. This entry-level approach allows SMBs to dip their toes into automated culture measurement Meaning ● Culture Measurement for SMBs is understanding and assessing shared values and behaviors to improve engagement, performance, and growth. without significant investment or disruption, gradually building confidence and expertise.

For SMBs, automating culture measurement begins not with complex software, but with leveraging existing digital tools to gain basic, actionable insights into employee sentiment and workplace dynamics.

Practical First Steps ● Implementing Basic Automation

Moving from understanding the basics to practical implementation requires a structured yet flexible approach. The initial step involves defining what aspects of culture the SMB wants to measure. Instead of trying to measure everything at once, focus on 2-3 key cultural attributes that are most relevant to the business goals. For example, an SMB focused on innovation might want to measure collaboration and openness to new ideas.

A customer-centric business might prioritize measuring employee empathy and customer service orientation. Once the key attributes are defined, select simple automation tools that align with these goals. If measuring employee satisfaction Meaning ● Employee Satisfaction, in the context of SMB growth, signifies the degree to which employees feel content and fulfilled within their roles and the organization as a whole. is a priority, a regular pulse survey using a platform like SurveyMonkey is a good starting point. If understanding communication patterns is important, integrating a sentiment analysis tool with Slack might be more relevant.

The next crucial step is to communicate the purpose of culture measurement to employees transparently. Address any concerns about privacy or surveillance, emphasizing that the goal is to improve the workplace for everyone, not to monitor individual performance. Start with a pilot program, perhaps within a single department or team, to test the chosen tools and processes, gathering feedback and making adjustments before rolling out company-wide. Regularly review the collected data, looking for trends and patterns.

Don’t get bogged down in analyzing every data point; focus on identifying key insights that can inform actionable steps to improve culture. For example, consistently low scores on work-life balance in pulse surveys might indicate a need to re-evaluate workload distribution or offer more flexible work arrangements. Starting small, communicating openly, and focusing on actionable insights are the cornerstones of successful initial automation in SMB culture measurement.

Table 1 ● Entry-Level Automation Tools for SMB Culture Measurement

List 1 ● Key Considerations for Initial Automation Implementation

1. Define Measurable Cultural Attributes ● Identify 2-3 specific aspects of culture to focus on initially (e.g., teamwork, communication, innovation).
2. Choose User-Friendly Tools ● Opt for automation platforms that are easy to learn and use, minimizing the learning curve for staff.
3. Prioritize Affordability ● Select tools that fit within the SMB’s budget, exploring free or low-cost options to start.
4. Ensure Data Privacy ● Be transparent with employees about data collection and usage, addressing privacy concerns proactively.
5. Start with a Pilot ● Implement automation in a limited scope (e.g., one department) before company-wide rollout.
6. Focus on Actionable Insights ● Emphasize extracting practical insights from data to drive tangible improvements in culture.
7. Regularly Review and Adjust ● Continuously evaluate the effectiveness of automation efforts and adapt strategies as needed.

By taking these fundamental steps, SMBs can begin to harness the power of automation to gain a more authentic and data-driven understanding of their culture, laying the groundwork for a more engaged, productive, and successful future. The journey starts not with grand gestures, but with small, consistent actions, guided by readily available technology and a genuine commitment to understanding and nurturing the heart of their business ● its culture.

Intermediate

Moving beyond basic tools, SMBs ready for a more sophisticated approach to culture measurement can leverage intermediate automation strategies to gain deeper, more nuanced insights. While entry-level automation provides a general overview of employee sentiment and basic cultural indicators, intermediate methods delve into the underlying drivers of culture, exploring the relationships between different cultural elements and their impact on business outcomes. This stage involves adopting more specialized tools, refining data analysis techniques, and integrating culture measurement into broader HR and business processes.

It is about moving from simply collecting data to strategically utilizing it to shape a more intentional and high-performing organizational culture. For SMBs seeking sustainable growth Meaning ● Sustainable SMB growth is balanced expansion, mitigating risks, valuing stakeholders, and leveraging automation for long-term resilience and positive impact. and competitive advantage, this intermediate level of automation offers a pathway to a more data-informed and proactive culture management strategy.

Refining Measurement ● Moving Beyond Surface-Level Data

The initial phase of automation often focuses on easily quantifiable metrics like employee satisfaction scores or survey response rates. While valuable, these metrics provide only a surface-level understanding of culture. Intermediate automation aims to dig deeper, exploring the qualitative dimensions of culture and uncovering the ‘why’ behind the numbers. This involves incorporating tools and techniques that capture richer, more contextual data.

Consider sentiment analysis tools that go beyond simple positive/negative classifications, identifying specific emotions and attitudes expressed in employee feedback. Natural language processing (NLP) can be used to analyze open-ended survey responses, employee reviews, and internal communications, identifying recurring themes and sentiment patterns related to specific cultural aspects. More advanced survey designs, such as eNPS (employee Net Promoter Score) with follow-up questions, can provide a more nuanced understanding of employee loyalty and advocacy. 360-degree feedback tools, while requiring more setup, offer a multi-dimensional view of individual and team performance, reflecting cultural norms around feedback and development.

The shift at this stage is towards collecting data that not only indicates what employees feel but also why they feel that way, providing a more comprehensive and actionable picture of the organizational culture. This refined measurement allows SMBs to move beyond reactive problem-solving to proactive culture shaping.

Integrating Automation with HR Systems

For culture measurement to be truly impactful, it needs to be seamlessly integrated with existing HR processes and systems. Intermediate automation focuses on connecting culture data Meaning ● Culture Data, in the context of SMB growth, automation, and implementation, represents the aggregation and analysis of qualitative and quantitative information reflecting the shared values, beliefs, behaviors, and norms within a small to medium-sized business. with HR data to create a holistic view of the employee lifecycle and its relationship to culture. This integration allows SMBs to identify correlations between cultural attributes and key HR metrics such as employee turnover, absenteeism, and performance ratings. For example, by integrating survey data with HRIS (Human Resource Information System) data, an SMB can analyze whether specific cultural factors are correlated with higher employee attrition rates in certain departments or demographics.

Performance management systems can be linked to culture feedback to assess whether cultural alignment influences individual and team performance. Learning and development platforms can be integrated with culture data to tailor training programs to address specific cultural gaps or development needs identified through measurement. Applicant tracking systems (ATS) can be connected to culture assessment tools to evaluate cultural fit during the hiring process, ensuring that new hires are more likely to thrive within the existing organizational culture. This integration transforms culture measurement from a standalone activity into an embedded component of HR strategy, enabling data-driven decision-making across the employee lifecycle, from recruitment to retention and development. It moves culture management from a reactive function to a proactive strategic driver of HR effectiveness.

Table 2 ● Intermediate Automation Tools for Deeper Culture Insights

List 2 ● Strategies for Intermediate Automation Implementation

1. Implement ENPS Surveys ● Utilize Employee Net Promoter Score Meaning ● Employee Net Promoter Score (eNPS) gauges employee loyalty and willingness to recommend the SMB as a workplace, providing a quick pulse check on internal satisfaction. surveys with follow-up questions to gauge employee advocacy and identify promoters/detractors.
2. Adopt Sentiment Analysis for Open Feedback ● Employ NLP-powered tools to analyze open-ended survey responses, employee reviews, and internal communications for deeper qualitative insights.
3. Integrate Culture Data with HRIS ● Connect culture measurement data with HRIS to analyze correlations between culture and key HR metrics (turnover, performance).
4. Utilize 360-Degree Feedback ● Implement 360-degree feedback systems to gain multi-dimensional perspectives on individual and team performance and cultural alignment.
5. Develop Cultural KPIs ● Define specific Key Performance Indicators (KPIs) related to desired cultural attributes and track them through automated dashboards.
6. Automate Culture Reporting ● Set up automated reports that regularly deliver culture insights to relevant stakeholders (managers, HR, leadership).
7. Refine Survey Frequency and Design ● Optimize survey frequency and question design based on initial data and evolving business needs for more targeted measurement.

Intermediate automation in culture measurement is characterized by a strategic integration of data with HR systems, moving beyond basic metrics to uncover deeper insights and drive proactive culture management.

Addressing Authenticity Concerns in Automated Measurement

As SMBs become more reliant on automation for culture measurement, the question of authenticity becomes paramount. Can automated tools truly capture the complex, human nuances of organizational culture? There are valid concerns that over-automation can lead to a reductionist view of culture, focusing solely on quantifiable metrics and overlooking the qualitative, emotional aspects. To address these concerns, SMBs need to adopt a balanced approach, combining automated data with human insights and qualitative feedback.

Automation should be seen as a tool to augment, not replace, human understanding. For example, while sentiment analysis can identify negative sentiment in employee feedback, human managers are still needed to interpret the context and address the underlying issues. Qualitative data, such as focus group discussions and employee interviews, should be used to complement quantitative data from automated tools, providing richer context and deeper understanding. Transparency with employees about the purpose and methods of culture measurement is crucial for maintaining trust and ensuring authentic feedback.

Employees should understand how the data is used and see tangible actions taken based on the insights gained. Regularly reviewing and calibrating automation tools and processes is also important to ensure they remain aligned with the evolving culture and business needs. Authenticity in automated culture measurement Meaning ● Automated Culture Measurement employs technology to evaluate and analyze various aspects of a Small and Medium-sized Business's (SMB) internal environment. is not about perfectly capturing every nuance, but about using technology ethically and effectively to enhance human understanding and drive positive cultural change. It requires a conscious effort to balance data-driven insights with human empathy and judgment.

Case Study ● SMB Growth Fueled by Intermediate Automation

Consider “TechStart,” a rapidly growing SMB in the tech industry with 150 employees. Initially, TechStart relied on annual employee surveys, but as they scaled, they recognized the need for more frequent and actionable culture insights. They implemented an intermediate automation strategy, adopting a platform like Culture Amp for pulse surveys and eNPS, integrated with their HRIS, BambooHR. TechStart began conducting monthly pulse surveys focusing on key cultural attributes identified in their initial assessments ● collaboration, innovation, and work-life balance.

They used sentiment analysis on open-ended survey responses to understand the specific drivers of employee sentiment in each area. By integrating this data with BambooHR, they identified a correlation between low work-life balance scores and increased turnover among mid-level engineers. This insight prompted TechStart to implement flexible work policies and invest in workload management training for managers. They also used 360-degree feedback for leadership development, focusing on improving communication and feedback skills, directly addressing concerns raised in the culture surveys.

Automated dashboards provided real-time visibility into culture KPIs, allowing leadership to track progress and make data-driven adjustments to their culture initiatives. Within a year, TechStart saw a significant improvement in employee retention, a boost in employee satisfaction scores, and a measurable increase in innovation output, as evidenced by new product launches and patent filings. TechStart’s experience demonstrates how intermediate automation, when strategically implemented and integrated with HR processes, can provide SMBs with the deeper cultural insights needed to fuel sustainable growth and build a high-performing organizational culture. It is about using data not just to measure, but to actively shape and improve the employee experience and drive business success.

By embracing these intermediate strategies, SMBs can move beyond basic culture measurement to a more sophisticated and impactful approach. It is about leveraging technology to gain deeper insights, integrate culture data with HR processes, and address authenticity concerns proactively. This intermediate level of automation empowers SMBs to not only understand their culture more authentically but also to actively shape it into a strategic asset for sustainable growth and competitive advantage. The journey continues, leading to even more advanced applications of automation in culture management.

Advanced

For SMBs operating at the cutting edge of business strategy, advanced automation Meaning ● Advanced Automation, in the context of Small and Medium-sized Businesses (SMBs), signifies the strategic implementation of sophisticated technologies that move beyond basic task automation to drive significant improvements in business processes, operational efficiency, and scalability. in culture measurement represents a paradigm shift. It moves beyond reactive monitoring and proactive shaping to predictive and even preemptive culture management. This stage leverages sophisticated technologies like artificial intelligence (AI), machine learning (ML), and advanced analytics Meaning ● Advanced Analytics, in the realm of Small and Medium-sized Businesses (SMBs), signifies the utilization of sophisticated data analysis techniques beyond traditional Business Intelligence (BI). to not only measure current culture but also to forecast future cultural trends, identify potential cultural risks, and even personalize cultural interventions at the individual employee level.

Advanced automation is about creating a dynamic, adaptive culture management system that is deeply integrated with the strategic core of the SMB, driving innovation, resilience, and sustained competitive advantage Meaning ● SMB Competitive Advantage: Ecosystem-embedded, hyper-personalized value, sustained by strategic automation, ensuring resilience & impact. in an increasingly complex and volatile business environment. It is about transforming culture from a static entity to a living, breathing, and intelligently managed ecosystem.

Predictive Culture Analytics ● Forecasting Future Trends

Advanced automation empowers SMBs to move from understanding the present state of their culture to predicting its future trajectory. Predictive culture analytics Meaning ● Culture Analytics, within the SMB context of growth and automation, is the process of identifying, measuring, and interpreting the impact of organizational culture on key business outcomes. utilizes machine learning algorithms to analyze historical culture data, identify patterns and correlations, and forecast future cultural trends and potential risks. This involves analyzing vast datasets from various sources, including employee surveys, performance reviews, communication logs, social media sentiment, and even external data like industry trends and economic indicators. For example, ML algorithms can be trained to identify early warning signs of cultural decay, such as subtle shifts in communication patterns, declining employee engagement metrics, or emerging negative sentiment clusters.

Predictive models can forecast the potential impact of organizational changes, such as mergers, acquisitions, or restructuring, on employee morale and cultural cohesion, allowing leaders to proactively mitigate risks. By analyzing historical data on employee turnover and its correlation with cultural factors, predictive analytics Meaning ● Strategic foresight through data for SMB success. can identify employees who are at high risk of leaving, enabling targeted retention efforts. Furthermore, advanced analytics can uncover hidden relationships between cultural attributes and business outcomes, such as innovation output, customer satisfaction, and profitability, providing insights into the cultural drivers of business performance. Predictive culture analytics Meaning ● Predictive Culture Analytics, in the SMB context, leverages data-driven insights to anticipate how organizational culture impacts key performance indicators, such as employee retention and productivity, directly influencing the bottom line. transforms culture measurement from a descriptive exercise into a strategic foresight capability, enabling SMBs to anticipate and prepare for future cultural challenges and opportunities, proactively shaping their culture to align with long-term business goals. This forward-looking approach is crucial for navigating the uncertainties of the modern business landscape.

AI-Powered Personalized Culture Interventions

Advanced automation extends beyond measurement and prediction to personalized culture interventions, leveraging AI to tailor cultural experiences and development opportunities to individual employee needs and preferences. AI-powered platforms can analyze individual employee profiles, performance data, feedback history, and communication patterns to identify personalized insights and recommendations for cultural development. For example, AI can recommend specific training programs, mentorship opportunities, or team assignments that align with an employee’s cultural profile and development goals, fostering a sense of belonging and engagement. Personalized feedback systems, powered by AI, can provide employees with tailored insights into their cultural strengths and areas for improvement, based on their individual performance and feedback data.

AI-driven coaching platforms can offer personalized guidance and support to employees in navigating cultural challenges and developing culturally aligned behaviors. Furthermore, AI can be used to personalize internal communication and engagement initiatives, ensuring that employees receive information and opportunities that are most relevant and meaningful to them, enhancing their connection to the company culture. Personalized culture interventions recognize that culture is not a monolithic entity but a dynamic ecosystem of individual experiences and interactions. By tailoring cultural interventions to individual needs, SMBs can foster a more inclusive, engaging, and high-performing culture, where every employee feels valued, supported, and empowered to contribute their best. This personalized approach maximizes the impact of culture management efforts, driving both individual employee growth and overall organizational cultural strength.

Ethical Considerations and Responsible Automation

As SMBs embrace advanced automation in culture measurement, ethical considerations and responsible implementation become paramount. The use of AI and advanced analytics in this domain raises important questions about data privacy, algorithmic bias, and the potential for dehumanization of the employee experience. Data privacy Meaning ● Data privacy for SMBs is the responsible handling of personal data to build trust and enable sustainable business growth. is a critical concern. SMBs must ensure that employee data collected for culture measurement is handled ethically and in compliance with privacy regulations.

Transparency with employees about data collection practices, data usage, and data security measures is essential for building trust and maintaining ethical standards. Algorithmic bias Meaning ● Algorithmic bias in SMBs: unfair outcomes from automated systems due to flawed data or design. is another significant challenge. AI algorithms, if trained on biased data, can perpetuate and amplify existing biases in culture measurement and intervention, leading to unfair or discriminatory outcomes. SMBs must actively monitor and mitigate algorithmic bias, ensuring that AI systems are fair, equitable, and inclusive.

The potential for dehumanization is a broader ethical concern. Over-reliance on automation can lead to a reductionist view of culture, treating employees as data points rather than individuals with complex emotions and needs. SMBs must ensure that automation enhances, rather than replaces, human interaction and empathy in culture management. A responsible approach to advanced automation in culture measurement requires a strong ethical framework, proactive risk mitigation, and a commitment to human-centered design.

It is about leveraging technology to enhance, not erode, the human aspects of organizational culture, ensuring that automation serves to create a more ethical, equitable, and humanistic workplace. This responsible and ethical deployment of advanced tools is critical for long-term sustainability and employee well-being.

Table 3 ● Advanced Automation Tools for Predictive and Personalized Culture Management

List 3 ● Key Principles for Advanced Automation in Culture Measurement

1. Prioritize Ethical Data Handling ● Implement robust data privacy and security measures, ensuring ethical and compliant data management practices.
2. Mitigate Algorithmic Bias Proactively ● Actively monitor and address algorithmic bias in AI systems to ensure fairness, equity, and inclusivity in culture measurement and interventions.
3. Maintain Human Oversight and Empathy ● Ensure that automation enhances, rather than replaces, human interaction and empathy in culture management, preserving the human element.
4. Focus on Employee Empowerment ● Use personalized culture interventions to empower employees, fostering individual growth, engagement, and a sense of belonging.
5. Continuously Validate Predictive Models ● Regularly evaluate and refine predictive culture analytics models to ensure accuracy, relevance, and alignment with evolving cultural dynamics.
6. Integrate with Strategic Business Goals ● Align advanced culture automation initiatives with overall SMB strategic objectives, ensuring that culture management drives business performance.
7. Promote Transparency and Communication ● Maintain open communication with employees about advanced automation initiatives, addressing concerns and building trust through transparency.

Advanced automation in culture measurement is defined by predictive analytics, personalized interventions, and a strong ethical framework, transforming culture management into a strategic, forward-looking, and human-centered capability.

The Future of Culture ● Adaptive and Intelligent

The trajectory of culture measurement in SMBs is undeniably towards greater automation, sophistication, and strategic integration. Advanced automation is not just about efficiency; it is about creating a more adaptive, intelligent, and humanistic organizational culture. In the future, SMBs will likely leverage AI-powered culture platforms that provide real-time insights, predictive analytics, and personalized interventions, creating a dynamic and responsive culture management ecosystem. Culture will become increasingly data-driven, with decisions informed by predictive models and evidence-based insights, enabling SMBs to proactively shape their culture to align with evolving business needs and employee expectations.

Personalization will be a key differentiator, with culture experiences and development opportunities tailored to individual employee profiles, fostering a more inclusive and engaging workplace. Ethical considerations will be at the forefront, with SMBs prioritizing responsible AI implementation, data privacy, and algorithmic fairness, ensuring that automation serves to enhance, not erode, the human aspects of organizational culture. The future of culture in SMBs is not about replacing human intuition with machines, but about augmenting human capabilities with intelligent technology, creating a more resilient, innovative, and thriving organizational ecosystem. This evolution promises a future where culture is not just measured, but intelligently nurtured and strategically leveraged as a core driver of SMB success in the 21st century and beyond.

References

• Schein, Edgar H. Organizational Culture and Leadership. 5th ed., John Wiley & Sons, 2017.
• Hofstede, Geert. Culture’s Consequences ● Comparing Values, Behaviors, Institutions and Organizations Across Nations. 2nd ed., Sage Publications, 2001.
• Denison, Daniel R. Denison Consulting Survey ● Culture in the Small to Medium-Sized Business. Denison Consulting, 2018.