Essay Sample on Cultural Lenses

Introduction

The cultural lens refers merely to the act of viewing things not from your but the perspective of another different culture. To have a clear understanding of this, you first have to understand terms like culture and organizational culture. Culture is best defined by the values, the norms and the tangible signs of organization members and consequently their behaviors while in the organization. The personality of the organization is the organizational culture.

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The concept of culture is usually fundamental in managing an organization. It is good to understand that people in the same organization have different perceptions of the culture in the organization (Hickson, 2015). This always regards with varying classes of members in the organization, how they are ranked in the organization, for example, the manager of the organization may view the organization as being well organized, focused, development-oriented or even being formal but the case turn being different in the receptionist. The person at the reception may view the same organization as confused, not development oriented or even sees the organization as a disorganized organization. Therefore, it is important to have basic guidelines that guide the members in accessing the culture of the organization.

To get a clear a definition of what organizational culture is, it is important to go deep into some of them. Baseball team culture is an excellent example of corporate culture. This type of culture involves the company or the organization doing all that it can for its members to make them happy, feel comfortable and respected. It consists in making the workplace become the best place to be for the workers (Giorgi, Lockwood & Glynn, 2015). The organization takes the workers to vacations on a regular basis, involves itself in giving the workers incentives, regular social events for the members to relax a bit and have fun. It is believed that when all this is done to the workers, and they are happy, they will be able to realize their full potential and work to their level best for the organization. This is the best type of organizational culture viewed from an employee's point of view. An excellent example of this type of culture is Google.

The positive thing about this kind of culture is that it will remain stable most of the times. Workers are developed and not replaced hence some workers will work for many days thus the productivity remains stable. The workers work out of their own will; therefore, they give their best to the organization (Bolman & Deal, 2017). The culture also has its negative parts which include; the organization relies on the same point for a very long time. The productivity of the person may go down at some point but the organization will not be able to realize this and will continue investing a lot to somebody who is not worth that investment.

To compare this kind of culture we go for a different culture which is parallel to baseball culture. Fortress culture is the kind of culture that is worst preferred for employees. It best fits those who are good at doing what they are tasked to do. This organizational culture is concerned only about the numbers, and that is all for the organization. If the productivity of the organization is right, then the workers will remain in the organization and continue with work until when the productivity starts to go down. If this occurs, then some of the workers who are associated with this downfall of the company are sent away. They are considered to be the ones pulling the organization down, and therefore they are terminated from the organization and replaced by others who are believed are going to do better and preferably meet the demands of the organization (Alvesson & Sveningsson, 2015). An excellent example of this kind of culture is the World Strides and more specifically the sales department.

The positive thing about this type of organizational culture is that the organization will at all time work with the workers who are in their best form and in case they start to deteriorate they are dropped, and new ones replace them immediately. The productivity will most of the time beat pick levels. On the other side, the culture entails several negative parts which include, having costs that are not supposed to be there. The organization has to train new members every time there is a replacement, and this has to cost the organization. Also, the workflow of the organization is interrupted on a regular basis. During when a worker has been dropped off and is to be replaced. That time before another worker is found and trained disrupts the working of the organization. Therefore, time and money are wasted whereas the company may invest all this to someone who will not even be able to fulfill the demands of the organization. It is possible to have such cases because humans are different and one person's optimum point must not be the optimum point of another.

References

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Giorgi, S., Lockwood, C., & Glynn, M. A. (2015). The many faces of culture: Making sense of 30 years of research on culture in organization studies. The academy of management annals, 9(1), 1-54.

Hickson, D. J. (Ed.). (2015). Management in Western Europe: Society, culture and organization in twelve nations (Vol. 47). Walter de Gruyter GmbH & Co KG.