The Fall and Rise of Cultures

The Fall and Rise of Cultures

Jameson Gesford

BUSM 3543: Organizational Communications

Professor Linda Raymond

December 19, 2006

One type of organizational culture, stemmed by war, is fading out. With the fall of this “conquer and command” culture another is rising. This new culture stemming from various events, such as political, new societal management theories, and generational employment shifts is more beneficial and productive. Compassing such great qualities as being more efficient and beneficial this new culture will eventually close the chapter of the “conquer and command” culture. For the purpose of this paper this new culture will be named, “culture X”.

At the end of World War II, one type of management style was admired and needed. With the increase in the workforce from troops coming home and integrating into civil life, they needed direction. This direction would be what they just came from, a “conquer and command” type leadership. Management seeing an increase of workforce gave this new management workforce the chance to use first hand experiences the power of this new employable type leadership. Owners also saw how this strong central leadership style won the war and could be applied to win more profits.

This style of management does not see the employees as an asset. Management expects the employees to follow orders as if they were still in the service. This style, which will last this generation and part of the next, has worked for the needs of the workforce and the owners but as they retire it started the end of their style of a leadership.

As time went on political events happen that calls for a change from the “conquer and command” style leadership to one more beneficial and profitable, such as “culture X”. Focusing on the employees, these events, such as OSHA, and the Civil Rights Act are only some of the political events that help form “culture X” and make it beneficial to everyone.

Some thirty years has passed since the beginning of the old culture, the anew has political ties to improve relationships within the workforce. “In 1970, Congress created the Occupational Safety and Health Administration (OSHA). OSHA’s purpose it to establish and enforce federal health and safety standards in the workplace.” (2002, J. Adamson) This administration provides the “baby boomers” a safe workplace. Taking the focus the employees have gained some respect back concerning them as a company’s asset and not an expense. In doing so, companies are coming closer to a newer style leadership…”culture X”.

The other political tie in the continual degeneration of the old culture and an aide to the new is the Civil Rights Act. Though it has been around before World War II, it is the amended act of 1991 that needs mentioning. The purpose of this amendment has gave “culture x” some of the beliefs that are part of their culture. These beliefs, which are also is the purpose of this amendment, which are shown in Mondy and Noe’s book, Human Resource Management, they are:

• To provide appropriate remedies for intentional discrimination and unlawful harassment in the workplace.

• To codify the concepts of business necessity and job related pronounced by the Supreme Court in Griggs v Duke Power Co.

• To confirm statutory authority and provide statutory guidance for the adjunction of disparate impacts under Title VII of the Civil Rights Act of 1964.

• …To respond to recent decisions of the Supreme Court by expanding the scope of relevant civil rights statutes in order to provide adequate protection to victims of discrimination.

With this act, employees are gaining clout and want to become a person working for an employer and not just a soldier to be barked orders to. If a company still tries to belong to the old culture they still may succeed but it will not be long before they lose they will notice the cultural shift with the entrance of younger workers.

Another event that helps to hammer the final nails on the coffin of the old culture is the many societal management theories. There are way too many to name but the overall applications focuses on the employee. The shifts of management styles are looking more closely to the company’s workers. These theories mention how to deal with employees positively or negatively. It is this continual focus that employers are seeing that they need to manage their human capitol. This seems to be the opposite of what the