Organizational Culture by One Individual
Organizational culture is when an organization has developed common beliefs, values and assumptions, which are expressed through architecture, ceremonies, rituals, dress, and other visible artifacts. I do believe that changing an organizations culture is a difficult task. Individuals who are not in leadership positions can have a shot at influencing a change in an organizations culture. I don’t think that one individual can change a whole culture alone. They can empower and improve the cultural environment by motivating, leading by example and preventing destructive behaviors, but I don’t think that it can completely change because of one individual. Organizational culture is more of an organizations life style, and a life style change is not an easy task. The elements that can make that possible are the type of fellowship style present, high moral reasoning, and everyone working together.
An individual in an organization can influence a change in the culture of the organization by the way they conduct the company’s business, treats other employees, express and develops new ideas , and how committed the individual is towards collective objectives. I had a co-worker who was always hands on, making suggestions, and inspiring the formation committees. This co-worker naturally made everyone around them want to be involved in the organization. Because of a suggestion made by this employee upper management in the Human Resources department decided to form a committee designated for employee appreciation week. The committee coordinated activities and events that included everyone who worked for our organization. The committee was formed by this individual about 3 years ago, and is now a part of our organizations culture. Every year we look forward to employee appreciation week, everyone donates and each year becomes better than the last. This is an example of how one individual can make a suggestion and be proactive, and inspire an organizational change.
Cultures bind the organization together and at the same time greatly influence the behavior of individuals. Followers contribute to most of the organizations success. If there is a leader that is toxic to the environment in place, and an individual who is totally dependent on that leader for approvals and attention, that individual could easily fall into the category of toxic follower. Someone who is an independent person and a critical thinker would be the ideal follower type. I would categorize myself as an exemplary follower. I feel like I can lead myself and take responsibility for my work ethic. I commit and focus I love my organization and what we stand for; I am committed to our mission statement. I have a high personal standard that I set for myself I know the things that I’m great in and the things I struggle with I’m not too prideful to ask for help. I am willing to disagree with upper management if the situation deserves to be challenged in a way that is conducive to the way our organization is run, I am not afraid to present facts and policy to stand by my opinions.
In my organization I have observed a coercion form of leadership to provoke a desired outcome. When I was in high school I participated in Junior Reserves Officer’s Training Corp (JROTC), where the first sergeant of our program used coercion to get discipline and respect from the cadets in the program. If anyone would speak out of turn or be disrespectful the consequence was that we all had to suffer for the one person that disrupted the class, pushups was the punishment. The method of coercion would definitely require all the cadets in the program to work as a team because we were punished as a team. Most everyone that participated in the JROTC program along with me are still good acquaintances because of what we experienced in the program. The same results of discipline and respect could’ve been achieved without coercion or punishments