This book is a collection
of articles about organizational issues that intersect with dominant
American cultural patterns. It are these patterns, that interact
to form the environment in which organizations in the US operate
and function. Typically, organizational literature has dealt with
how diversity, rather than cultural patterns, may influence corporate
culture. In this context, the term “diversity” may refer
to differences in race, culture, social class, gender or age, as
well as differences in work function. Diversity also may refer to
differences in physical or mental disability, nationality and language.
Although organizational scholars have paid attention to issues concerning
diversity, less attention has been paid to examining the influence
of dominant American cultural patterns upon organizations. Even
less attention has been paid to analyzing how these cultural patterns
may shape the functioning of organizations other than corporations,
such as families, schools, the courts or probation officers, hospitals
or community agencies, and non-profit institutions.
A core focus of this volume is an analysis of how unexamined cultural
patterns can and do influence the cultures of numerous organizations.
The term “culture,” in this instant e, is not as broadly
as defined as diversity; rather, culture, gender, race, social class
and ethnicity. It is these group memberships that have had and continue
to have significant roles in the country’s economic, occupational,
political, health and educational institutional structures.
In North American society, racial-ethnic groups, women, and people
from the dominant (white male, and upper class) groups receive more
of the social rewards due to greater political and economic power.
It is recognized that organizations, like society, have distinct
cultures, also known as “organizational” cultures. The
culture of an organization derives from the people who create, lead
and manage it. If the people who make up the work force of an organization
share the same cultural values as the organization, there is a good
fit between the organization and the individuals that comprise it.
Where differences exist between the cultures, or group memberships,
of the work force and the organization, the potential for conflict
and poor performance exists.
Overall, it is agreed that lack of attention to cultural issues
in organizations can result in great expense, poor performance and
untenable conflict among organizational participants. Therefore,
it is essential that cultural issues be addressed by organizational
leadership as well as those on the vanguard of change in institutions.
This book is intended to broaden the base of work on organizations
as cultural institutions. It is intended to provide intervention
strategies that disrupt the integration of multiple cultural perspectives
in schools, social service agencies, hospitals, correctional facilities,
and other types of organizations. No one approach to the content
of this book is universally appropriate. It is our intention to
provide an overview of approaches to organizational analysis and
interventions that, if considered and applied, have the potential
to increase organizational effectiveness.
I believe that this book represents some of the best available
thinking on the critical issues associated with culture affecting
organizations today and in the next century. In addition to the
groundbreaking conceptual models that are included, ideas about
how to build practical approaches to organizational interventions
are provided. Just as visitors to other cultures might learn new
customs and a new language, so too must organizational members and
leaders learn systematically the culture and language used to deal
with difference in the organizations in which they operate. A central
theme for the text is the illustration of the complex array of interpersonal,
organizational and psychological factors that operate in modern
organizations.
The book focuses on broad issues such as how organizational leaders
shape and influence the agenda surrounding culture and how culture
matters in the country’s organizational life. It discusses
a wide range of institutional and organizational issues in corporate,
educational, mental health, and service organizations; along with
various organizational intervention strategies and approaches.
I believe that this book makes a unique contribution to the existing
and growing literature in racial-cultural education and psychology.
The contribution is unique in that it addresses multiple settings
and types of organizations while highlighting common themes, issues,
and concerns. As a consequence, the book provides guidance to numerous
policy makers, administrator, staff people, and consultants in various
organizations. To my knowledge, most organizational texts focus
on a specific type of organization. Few texts attempt to connect
commonalities across organizations and institutions, whereas this
book provides a conceptual framework for understanding cultural
issues in organizations and institutions. Such a framework will
assist in the development of more effective policies, practices
and management strategies.
|
