Culture vs. Values: What’s the Difference? (With Examples)

What are culture and values?

Values and culture

What are values?

The guiding principles that direct a company’s decisions, actions, and behaviors are called its values. Many businesses create a set of core values that they use to communicate their beliefs, commitments, and priorities to leadership, personnel, and clients. Because a company’s culture frequently reflects its values, values can have a direct impact on it. Businesses can help their employees and leadership understand the driving forces behind corporate decisions by establishing a set of core values.

What is culture?

Culture, also known as company culture or corporate culture, refers to the working environment of a workplace. Many businesses work to foster positive cultures that help employees feel supported, valued, and motivated. Businesses can increase productivity, lower turnover, and boost morale by cultivating a positive workplace culture.

A company’s culture can be influenced by a number of important factors, such as:


Effective leadership is one of the most critical components of a healthy workplace culture. Clarify expectations, foster a sense of community among teams, and help employees feel more confident with the support of managers who care about their success. The culture frequently benefits when businesses promote leaders who are excellent communicators and have genuine compassion for their employees.

Work-life balance

Work-life balance is a crucial element of a positive workplace culture. Employees are frequently more likely to feel fulfilled in their jobs when they believe they have the ability to succeed. Companies can foster positive and thriving cultures where employees don’t experience stress from having too much responsibility by setting expectations that are both reasonable and achievable and allowing employees to take care of their families and other needs.


Employers who care about their staff can foster a culture of cooperation and loyalty. Companies can make it simpler for employees to develop in their roles and contribute their experience and skills to the business for longer periods of time by assisting them in advancing in their careers. By doing this, the company can strengthen its sense of community and demonstrate to its staff how much it values and appreciates their individual efforts and contributions.


For a successful corporate culture, it is crucial to foster a sense of community. Team members can feel like they’re contributing to something bigger than their own positions by encouraging effective teamwork, communication, and shared goals. Employing deliberate hiring procedures, as well as bringing on new hires who mesh well with current teams and embody the company’s values, can help businesses foster a sense of community.


Companies that promote justice and common values can have an impact on the corporate culture. Organizations can support employee goals and improve the working environment by listening to employees and embracing their values. Respect must be prioritized in the workplace in order to make employees feel valued, safe, and understood by their coworkers and managers.

Culture vs. values

The following are some crucial areas where culture and values diverge:


Businesses and the people who work for them can be significantly impacted by culture and values, but their spheres of influence can vary. The values of a company influence its culture, and typically, key decision-makers uphold values throughout all of the company’s operations. Their dedication to upholding the values they stand for can have an impact beyond the workplace. It may also have an impact on how their partners, competitors, and clients perceive them. In this way, the leadership of an organization and their capacity to establish the business’ values determine the impact of that organization’s values.

Although leadership has a significant impact on culture, it frequently happens at the employee level. Each person within a company contributes to its culture. Everyone can collaborate to create an intentional culture that embodies the company’s values when company leaders successfully promote the organization’s values and everyone within the company shares the same commitment to achieving its goals.


The length of time it takes for values to be implemented is another area where culture and values differ. Culture can take a long time to change. Companies frequently have to assess the effectiveness of their leadership, their dedication to their employees, and the accomplishments of their teams in order to change the company culture. It can take time, in-depth analysis, and a commitment to change to pinpoint the problems that aren’t helping to foster a healthy culture and to develop solutions.

A business may declare a new standard for decision-making and business procedures in order to alter its values. They can start using the new values right away to guide various aspects of their work and priorities, but it might take some time before those changes start to show in the company’s culture.


Companies can benefit from both values and culture if they establish them with thought and care. Companies can affect their organizations’ respect and credibility by promoting values that everyone can support. Values like fairness, cooperation, diligence, customer satisfaction, and high-quality goods and services can help businesses streamline their operations and work as a team. A company’s chances of successfully implementing its values can be improved when everyone knows what they’re working toward.

A positive culture can also have many benefits. Companies can boost productivity, customer and employee retention, and employee satisfaction with a positive corporate culture. Businesses that value culture can build a reputation as ethical and desirable employers, attracting skilled workers and enhancing their capacity to deliver high-quality goods and services.

Why is it important to know the difference between culture and values?

Understanding the distinction between culture and values is crucial because each one has the potential to have an impact on various aspects of a company’s operations. Each deserves unique attention and focus. Companies can frequently see advantages in their culture by establishing and adhering to values. Additionally, by enforcing these values and enhancing culture, organizations can raise their credibility and increase team morale and output. Both culture and values are significant factors in business that can affect achievement, productivity, and public perception.

Tips for enforcing culture and values

Here are some suggestions you can use if you’re trying to cultivate wholesome values and a lasting culture within your own company:

Define goals

Determining the appearance of your culture and values is the first step in enforcing them. Work backward from the company’s objectives to determine the steps you need to take to achieve them. If your business is new, developing your core values at an early stage can help you clarify the kind of organization you want to build. Determine the new values you wish to promote if you are trying to change the culture of your company.


Ensure that your company’s employees are aware of and committed to your values. Inform people of the core principles, why they are important, and how to live by them. You can encourage team unity and support for common objectives by clearly communicating your values to your teams. Open dialogue can also make it simpler for those who have concerns to voice those opinions in a secure and assured manner. Take complaints seriously and educate your staff about the value of preserving a positive corporate culture.


Conducting research is another suggestion for enforcing culture and values. Look for successful examples of the cultures and values you want your business to uphold. Reading business books can teach you management techniques, how to uphold your values as you expand, and how to communicate your objectives to your company. By looking into other people’s customs and behaviors, you can improve your capacity to apply effective management techniques and uphold your culture’s and values’ expectations.

Work together

It’s crucial for the leadership team to collaborate in order for the company to unify around shared values and objectives. Consider organizing a meeting to establish the company’s core principles. This can encourage participation and keep people devoted to upholding values in their own management approaches. A company’s values are made up of the values of the people who work there. It might be simpler to support shared objectives and adhere to accepted values with their assistance and participation.

Culture can also benefit from community involvement. Like values, individual contributions can define the culture. Reward those who add positivity and value to their environments. Help those who don’t uphold the company’s values comprehend the company’s objectives and the value of community support.

Get feedback

Finding out what employees think about the company culture can be done by asking for their feedback. Learn what employees think about the company’s values and culture using tools like surveys. Find out if they believe the business does a good job of demonstrating its values through its actions. Ask employees if they believe their workplace has a positive culture. Develop strategies to ensure that your company’s values are being accurately expressed if you discover that their responses conflict with your company’s objectives.

Stay consistent

Consistency is important for enforcing culture and values. To change the culture and make sure everyone understands values, it can take time and dedication. You can aid your business in establishing its values and fostering a positive culture over time by staying true to your goals and sharing your successes. Develop rewards for staff members who uphold the company’s principles or contribute to its culture. Encourage your staff to acknowledge these occasions with one another as well.

Consistently correct behaviors that dont support your goals. Make sure you let everyone in your organization—including the leadership—know what is expected of them. Corporate culture and values must be applicable to every individual in your organization if they are to endure and have any real meaning.

Lead by example

Your company’s leadership team can assist you in spreading your ideal culture and communicating your values. Encourage management to make decisions that are consistent with the company’s core values. You can set a strong example for employees within the company by exhibiting the behaviors and characteristics you want to become commonplace.

Examples of culture

Here are some examples of common company cultures:

Examples of values

Here are some examples of well-known values that a business might try to advance:


What is difference between culture and values?

In a nutshell, values are eternal; they never change. For instance, at Henry Schein, the principles that direct our business decisions have always included honesty, decency, and respect for others’ dignity. Contrarily, culture is the means by which we put our values into practice.

Are values part of culture?

Values and culture are closely related because culture is the set of expectations and norms that determine how a group behaves. Beliefs, behaviors, and consequences are related.

What is values in culture and example?

Cultural values are the fundamental ideals and principles that underpin a community as a whole. Customs, which are practices and rituals; values, which are convictions; and culture, which encompasses all of a group’s core values, make up this.

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