La culture d'entreprise avec Elise Le Moing

#1 HR Breakfast Betuned “Corporate Culture” by Elise Le Moing Maas

On Friday 15 November, the first edition of the “HR Breakfast” took place, a forum for the exchange of ideas on human resources topics. Elise Le Moing Maas was present to discuss the subject of corporate culture. A theme that attracted great interest from the guests! What’s corporate culture? Can we act on it? Can we decide to change it or to make it evolve in one direction? How can new employees be integrated into a company with a strong culture? What to do in the case of international companies or companies with many branches?


Not to mention the question of mergers and acquisitions of companies where it is not uncommon for cultures to clash but must coexist or even acculturate, to ensure the company’s sustainability and the continued well-being of employees?


These are the many questions raised by the many Human Resources professionals invited to the event.

Elise Le Moins Maas est responsable de la section Relations Publiques de l’ihecs. Elise a rédigé une thèse sur la Culture d’entreprise et continue ses recherches sur le sujet.

“Culture is a system that communicates a personal existential experience and a constituted collective knowledge. »

E. Morin.

For this reason, there is not one but many organizational cultures. These cultures meet, interpenetrate and influence each other. The members of the company acculturate each other.

In this context, it seems difficult to define a single common corporate culture. Yet the challenge remains the same: to make culture a vector of meaning at all levels of the organization.

A vector of meaning, shared behaviours and values, “culture in action”, as Elise Maas calls it, belongs to those who keep the organisation alive every day . It materializes in daily work, knowledge transfers and relies on interactions between individuals. Culture will allow the creation of a reference frame of behaviors common to employees and specific to each company.

Strongly linked to the construction of professional identity, peer recognition is an essential foundation of corporate culture. It enables the development of a sense of belonging that will enrich the company.

You are a member of a company or a community because you recognize yourself in it. We share ways of doing things, values, objectives and overall a common sense. The real challenge is therefore to succeed in relying on this cultural dynamic to adapt one’s management and communication methods!