Chapter 4 specifically discusses organizations as a "system" not much unlike that of a biological system: one that actively and regularly exchanges resources in and out in order to promote growth and to prevent entropy. The chapter gives specific examples that describe the clear differences between an organization being mechanistic and like a living system, bringing such topics into discussion such as holism, equifinality, and the idea that a system must interact with the environment around it - not simply follow a pre-determined set-in-stone path from start to finish. I found that the articles specifically talk about the necessary ingredients that have led to Zappos' recipe of success, mostly referring to the high quality treatment of their employees and the consumers that purchase their products. This makes sense when you learn that Zappos' employees are offered a life coach, given free access to literature and materials that can help them learn and grow in the realm of being successful both in work and life, and that they are offered $2000 to leave periodically if they wish - just to make sure that they know they are doing the kind of work that they love. I found these points particularly eye-opening when I read them because it shows that Zappos' founder Tony Hsieh truly values growth and care of his employees while trying to help them be the best possible people they can be.
Chapter 5 talks about organizations approaching communication from a cultural metaphor, explaining that there are certain values, rites, rituals, and a vibrant cultural network that make working for a organization unique. Getting employees to buy into this idea of their work being not just a family or an ever-evolving living system, but something as far advanced as a culture, is an alternative method of organizational communication. It embraces the fact that true cultures involve synchronization of multiple entities together instead of being unitary. This makes cultures complex, and more the result of values, assumptions, and behaviors blended together in a melting-pot like scenario. I think that Zappos also embodies the cultural approach to organizational communication in that it embraces and promotes the complexity of it's employees and the relationships they have with their customers. Employees are encourages to try new things and not be afraid to make mistakes, which could lead to new ideas and promote positive changes within the system. I think that this also creates as sense of uniqueness to the company in that it allows its employees to get away with choices that other, more corporate, stricter companies may not allow. This creates a sense of culture from the outside, where consumers are looking for the best customer service possible - and from the inside, where employees can feel free to be creative and unique in solving real-world transactions and problems as they see fit.
I personally found the chapters enlightening as well as informative, and that they related quite well to the readings about Zappos. I think that these approaches show positive movement from the more classical approaches towards something that seems more realistic as well as something that I could see myself agreeing with. As I continue my career in fisheries and wildlife, seeing companies such as Zappos in the fold gives me hope and excitement that I can find a company that holds similar values towards my employment and my overall sense of well being.
http://www.youtube.com/watch?v=kiFMJfrCO_0
Continuing the theme of last week, I found a interesting video on Youtube from the Coffman Organization, detailing the importance of the cultural strategy. I found it was a great way to explain what the cultural approach really is and what it means to employees. Let me know what you thought of it below.
Thanks for reading!
Chapter 5 talks about organizations approaching communication from a cultural metaphor, explaining that there are certain values, rites, rituals, and a vibrant cultural network that make working for a organization unique. Getting employees to buy into this idea of their work being not just a family or an ever-evolving living system, but something as far advanced as a culture, is an alternative method of organizational communication. It embraces the fact that true cultures involve synchronization of multiple entities together instead of being unitary. This makes cultures complex, and more the result of values, assumptions, and behaviors blended together in a melting-pot like scenario. I think that Zappos also embodies the cultural approach to organizational communication in that it embraces and promotes the complexity of it's employees and the relationships they have with their customers. Employees are encourages to try new things and not be afraid to make mistakes, which could lead to new ideas and promote positive changes within the system. I think that this also creates as sense of uniqueness to the company in that it allows its employees to get away with choices that other, more corporate, stricter companies may not allow. This creates a sense of culture from the outside, where consumers are looking for the best customer service possible - and from the inside, where employees can feel free to be creative and unique in solving real-world transactions and problems as they see fit.
I personally found the chapters enlightening as well as informative, and that they related quite well to the readings about Zappos. I think that these approaches show positive movement from the more classical approaches towards something that seems more realistic as well as something that I could see myself agreeing with. As I continue my career in fisheries and wildlife, seeing companies such as Zappos in the fold gives me hope and excitement that I can find a company that holds similar values towards my employment and my overall sense of well being.
http://www.youtube.com/watch?v=kiFMJfrCO_0
Continuing the theme of last week, I found a interesting video on Youtube from the Coffman Organization, detailing the importance of the cultural strategy. I found it was a great way to explain what the cultural approach really is and what it means to employees. Let me know what you thought of it below.
Thanks for reading!
I think the video makes an excellent point about the gap between strategy and culture, and I love the idea that culture eats strategy for lunch! It is also interesting that in order to have a successful, culturally driven organization, managers need to be strategic about culture... So perhaps we ought to look at culture AS the strategy rather than thinking of them as two separate things that are so far apart from each other. You've got me thinking, in any case, so good job on that! Remember that you need to identify "the text" so someone without the context our class could determine what you're referring to. Also make sure to define terms such as equifinality (sadly, the general public doesn't know what that is) or other org comm specific terms. Watch for the occasional typo in your writing, but otherwise it is clear and easy to follow. Keep up the good work.
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