. An interpretive analysis of EAP, Inc.

Cultural Approach to Organizations Theorists: Clifford Geertz and Michael Pacanowsky Theory: organizations have their own culture any given organization has a particular culture in which the meanings for things are shared between individuals Cultural Approach is a metaphor used to describe the inner workings of an organization through shared meanings.

Meaning of Culture The arts (visual or performing) Social class characteristic Different societies Medical (bacteria) These are a few examples of what most people think of when they hear the word culture. Let’s look at another meaning… Shared meanings within an organization; basically everyone is on the same page

Theory concepts Culture is divided not as high or low, but subcultures do exist within the organization for example: Management Office workers IT department Manufacturing employees Day to day tasks may be different, but they all work towards a common goal; this relationship strengthens the organization’s culture

Theory concepts Organizational culture is sustained through use of rituals and stories Corporate stories – information which the management wants to share with the employees Collegial stories – stories (positive or negative) that employees within an organization tell about each other Personal stories – personal accounts of themselves that employees share with each other to help to define who they are within the organization Rituals A recurring event/ceremony that has significance to an individual or group (rites of passage, life transitions, etc.) Who changes the organization’s culture? Management or employees

The nature of the culture

Case Analysis EAP Inc. Manufacturing company Employed with organization for 6 years in accounting department Have observed and interacted with subcultures; have become part of office subculture Have taken part in rituals Have heard corporate, collegial and personal stories I will show how the use of stories and rituals are used to maintain the culture and discuss the role of management and employees in cultural change.

Rituals and stories Annual company picnic Company-wide, family and friends get together for fun and food Monthly birthday potlucks Business office employees celebrate persons with birthday in that month Retirement parties Company-wide celebration for retirees as they receive gifts of appreciation Thanksgiving luncheon company-wide get-together; time for giving thanks and fellowship with each other Christmas luncheon Company-wide, off-site lunch; all employees receive gift cards Corporate Company president gives state of the company address to inform employees about company’s financial, upcoming projects, new products, etc. Collegial New employees told about the one employee who is often described as abrasive and temperamental Personal Employees share stories about births, marriages, graduations, hobbies, etc.

Cultural change

Who is responsible for cultural change? Most employees know about issues and problems within the organization, but dare not speak out against them Many organizations implicitly convey intolerance of employees challenging policies or managerial prerogatives Optimal communication between management and employees is required for effective cultural change

Application and Insights Motive of stories One of the most effective means of spreading culture of the organization (word of mouth from other employees); they are easily remembered. Instead of being annoyed, I can look for deeper meaning by asking, “Has a good story been told that illustrates the bigger picture?” Purpose of rituals Organization’s way of establishing camaraderie, familial feel amongst employees. I can appreciate the company’s good will intentions and participate as an active member of the team Cultural change Cultural change is often met with opposition. Instead of thinking about this conflict in a negative light, I should take it as an opportunity to see the positive possibilities and offer meaningful suggestions In short, I should change the focus of my lens.

Conclusion The Cultural Approach theory is a metaphor that explains how an organization uses the shared meanings of it’s ideology and employee interactions to create and sustain its culture. Cultures and organizations alike have specific philosophies, values, and beliefs; both rely on stories and rituals for cultural continuation. Effective change requires all involved to engage in optimal communication and seek positive resolutions in the face of opposition. I can improve my communication skills by viewing the organization as a culture and realizing that cultures are maintained through shared meanings.