Organizational culture: A wife’s perspective

As we prepare to head down to the stretch this semester, I thought of a rather novel way to get my spouse  involved in my classwork.  My wife Sharon, who should be awarded some type of degree (or medal) for being very patient and encouraging over the last couple of months, has agreed to be interviewed on the subject of organizational culture.  Sharon has had the unique opportunity to work for a medium-sized corporation in the technology field, as well as smaller, faith-based, non-profit organization.  My focus for this discussion is to compare the organizational culture of both groups, especially from the stand-point of the inherent differences that would exist because of diversity in organizational type.  I have changed the names of the organizations that will be discussed for privacy considerations.

When formulating my questions for the interview, I wanted to base those questions on two areas.  First of all, I wanted to explore the idea that organizational culture influences organizational effectiveness (Denison and Mishra, 2010).  The other area would be how an organization’s culture might affect transfer of knowledge and learning within the organization (Lucas & Kline, 2008).

Sharon’s former employer (Company A) was a medium-sized organization based in Birmingham, with approximately 300 employees.  The company specializes in business process management with a focus on electronic document imaging systems.  Company A is an operational division of a larger international corporation (Corporation A), that provides technology and processing solutions to organizations in the public, educational and financial sectors.  Sharon’s position at Company A was Marketing & Events Manager.  Her current employer (Company B) is located in a suburb of Birmingham.  The organization is a local, faith-based, non-profit organization with almost 100 employees.  Her current position is Web & Print Manager for the Communications Department at Company B.

DT: Tell me some of the differences between how you think the culture of Company  A was compared to Company B?  And when I say culture think along the lines of the attitudes, values, beliefs and behavior of the people you have worked for and worked with.

ST:  Okay, I’ll start with Company A. It was basically what anyone would think of a larger company.  It was very “corporate.”  A bunch of “suits.” You sort of got the idea that you were not a person to the company, but just a cog in the wheel.   The attitudes of both managers and other employees were very business-like. Sometimes it was very noticeable that there was little or no concern for us all as people.  And I guess we were all expected to be the same way.  The managers in my area and the upper managers were totally driven by results.  I think a lot of times that was the only thing they cared about.  I would say they did not motivate us to do our jobs for rewards and recognition or for having a happy experience.  They were all about the bottom line and they didn’t care who the stepped on to get that.

DT:  How does that compare to Company B?

ST:  Its night and day!  The reason that Company B exists is to help people in our community, to give them support.  It is not all about money.  I think it’s about a desire to use our work to serve and the rewards that we all get inside by doing that.  And all of the people I work for and work with are very much like me.  And I think it is a much more positive place to work.  We all seem to care about one another and help out when we need to so we can make sure that we get our work done. It is like a  that we are all in this for the same reasons.  Since most of my co-workers and I have a lot of things in common, and we are not just focused on taking home a check every two weeks, I guess we have the same thoughts about what we do and where we are headed.  I love going to work every day not just because I enjoy my work, but because I enjoy being around the people I work with.

DT:  Do you think that the things you just told me about both of the companies (organizational culture) has a positive or negative effect on how you do your job and how successful you are at your job?

ST:  When I feel good about going to work and being around a group of people, that motivates me.  I dreaded going to work every day when I was with Company A.  It became an office full of sad-looking people.  But I love my job now and I love going in everyday and spending time with all the people I work with.  And I think they feel the same about me.  Since we all really work well together without a lot of conflict and knowing we are all working for the same thing, our interactions with each other and even with people outside really are almost always positive, upbeat, cooperative and friendly.  My job allows me to really do my job without a lot of negative influences, that my co-workers trust me to do my job, as I trust them.  Now that’s not to say that there are never disagreements, but even then, I think we work through them much quicker because we usually do work great together.  Maybe it is just that we have compassion about each other as people. And I am talking about co-workers and managers alike.

DT:  Do you think that a positive work environment where everyone is on the same page makes it easier to accomplish the goals that you have personally and the goals that the organization has for everyone?

ST:  Absolutely.  We all work together to make things happen.  And I have been able to learn a lot about things that I did not have any experience in.  I think most everyone else feels the same way.  We get a lot of personal satisfaction from doing our work and we can learn and grow very easily.  We don’t get pigeon-holed into a single thing.  Like I said there is not a lot of conflict. I don’t have some of the tension and stress that I’ve had in other jobs.  We all treat each other with kindness and respect.  Our mangers act like this and I think that they try to set an example for all of us to follow.  We expect this from each other now.  And I don’t mean that we demand it.  I guess since we’ve learned that our work environment has worked so well, that anything other than acting that way would “upset the apple cart.”

DT:  You talk a lot about how much you all think and act alike and that this helps to foster a positive environment.  Do you think that a good work environment like you have helps to keep good people working there?

ST:  Well, I’ve been there seven years and have no desire to leave.  My boss has been there 12 years.  And our creative technical director has been there 10 years.  That is just in my area.  There is very little turnover with the people who have full-time jobs.  And all the part-time workers hang on as long as they can in hopes of a full-time position opening up.  I think when you like where you work, like who you work with and your job makes you happy, there is no reason to go anywhere else.  I don’t think I ever want to go back to work in “corporate America.”  It is just so cut-throat.  Everyone is out for themselves, and there are some selfish and self-centered people out there.  There are so many great things about working at Company B.  I would probably give up a chance to go somewhere else, doing what I do now, making more money.  There are some thing that are worth more than money.  I am happy where I am.  And I feel like that all of our employees are part of something much bigger and more important than ourselves.  That is very satisfying.

DT:  Anything else you’d like to add?

ST:  I think that is about it.  Desperate Housewives is on right now anyway!

DT: Thank you!

From the interview, we can see that a highly-positive work environment that is fostered by a positive organizational culture has many advantages.  It would appear that shared mission and purpose of Sharon’s current employer has a positive impact on organizational effectiveness (Denison and Mishra, 2010).    It can be deduced from her story that Company B’s employees work well individually and collectively to accomplish goals. And, management does not hinder their efforts in any way.  The company’s culture is such that tasks should be easier to complete and  collaboration will usually be cooperative and successful (Denison and Mishra, 2010).    Looking at the knowledge transfer and learning activities of this positive environment, it would most likely result greater levels of learning across the company.  Employees would likely not be resistant to sharing knowledge with others, and this sharing can only serve to make the company stronger (Lucas & Kline, 2008).

 

References

Denison, D.R. & Mishra, A.K., (1995).  Toward a theory of organizational culture and effectiveness.    Organization Science, 6, 204-223.

Sorenson, J., (2009). Note on organizational culture. Harvard Business School, 1-6.

Lucas, C., & Kline, T. (2008). Understanding the influence of organizational culture and group

            dynamics on organizational change and learning. The Learning Organization, 15(3), 277-287.