Who are the True Builders of an Organizational Culture?
As of February 23, 2016 there are approximately 45,110 books about Organizational Culture listed in Amazon.com. Without needing to read all of these books, I am certain that a couple hundred of these books will mention who influences or creates the culture in an organization. Furthermore, majority of this books will argue that the manager, the person in charge, or the highest authority is who molds the culture in an organization. It seems right; a lot of businessmen and women have had successful and bestselling books about this topic. There must be a reason why. We have studied many cases where managers are the main influence in our jobs, and some of us are able to agree with this through …show more content…
We can ask anyone to name some of the best companies to work for, where some of the frequent answers included Google, Facebook, Apple, REI, or Twitter. One of the things that all these companies have in common, besides the fact that most of them are technology companies, is the companies’ cultures. People working in these companies talk wonders about them because how they feel about and towards the company’s culture. Seeing that employees are satisfied with the companies’ environment, we can without a doubt assume these are great organizations to be part of. Same thing happen when we ask people to name some of the worst companies, where frequent answers include Sears, Kmart, Comcast, Amazon and Dillard’s. Again, the one thing all these companies have in common is the negative cultural experience from the employees. In this case, we see and hear more complains and negative aspects about these organizations than we do positive aspects. Therefore, we jump into conclusion that this is are not good organizations to be a part of. All these different opinions from the employees, and from the public affect furthermore the organizations’ cultures.
All these positive and negative experiences and feedback are a vicious cycle. They are both related and they help each other grow. This goes as the old saying “we get what we proclaim.” When the employees keep complaining about how bad it is to work in X organization, that employee will keep expecting to see and have bad experiences, as well as providing a bad experience to someone else. And so on the cycle will continue, reflecting this to the public as well. So then, is this the employee or the manager’s
As of February 23, 2016 there are approximately 45,110 books about Organizational Culture listed in Amazon.com. Without needing to read all of these books, I am certain that a couple hundred of these books will mention who influences or creates the culture in an organization. Furthermore, majority of this books will argue that the manager, the person in charge, or the highest authority is who molds the culture in an organization. It seems right; a lot of businessmen and women have had successful and bestselling books about this topic. There must be a reason why. We have studied many cases where managers are the main influence in our jobs, and some of us are able to agree with this through …show more content…
We can ask anyone to name some of the best companies to work for, where some of the frequent answers included Google, Facebook, Apple, REI, or Twitter. One of the things that all these companies have in common, besides the fact that most of them are technology companies, is the companies’ cultures. People working in these companies talk wonders about them because how they feel about and towards the company’s culture. Seeing that employees are satisfied with the companies’ environment, we can without a doubt assume these are great organizations to be part of. Same thing happen when we ask people to name some of the worst companies, where frequent answers include Sears, Kmart, Comcast, Amazon and Dillard’s. Again, the one thing all these companies have in common is the negative cultural experience from the employees. In this case, we see and hear more complains and negative aspects about these organizations than we do positive aspects. Therefore, we jump into conclusion that this is are not good organizations to be a part of. All these different opinions from the employees, and from the public affect furthermore the organizations’ cultures.
All these positive and negative experiences and feedback are a vicious cycle. They are both related and they help each other grow. This goes as the old saying “we get what we proclaim.” When the employees keep complaining about how bad it is to work in X organization, that employee will keep expecting to see and have bad experiences, as well as providing a bad experience to someone else. And so on the cycle will continue, reflecting this to the public as well. So then, is this the employee or the manager’s