- In How To Create A Culture Manifesto for Your Organization (And Why It’s a Good Idea), Mollie West compiles the mission statements from various companies and how they used them, in order to convince readers of the importance of Culture Manifestos. She makes the strengths and uses of the company’s manifestos clear though laying them out in bullet points. She goes back and forth between her own analysis of the manifestos, and information on the manifestos themselves. The companies are laid out in different sections in bold underline and make it easy for readers to scroll through them and read her reasoning why they’re effective. She aims to reach an audience with influence in companies in order to help influence their systems with her recommendations.
- In analyzing West’s article for her target audience and her style she uses to reach them, I’ve thought about what type of audience I would like to reach with my research project and why. Because college is the stepping stone into the real world, and college graduates will have a great influence on the world they step into after college, I first believed college students would be a good target audience for the information I’d like to share with my research. But college students already have strongly developed opinions, and this will miss many young adults who choose not to attend college. The type of information I’d like to share will have to do with the trust and openness in communication discussed in my research that has a possibility to help better hone diversity. Learning to do these things in groups may better prepare people for the world beyond their childhood homes. Because of this, and reconsidering, I decided this type of basic communication skill should be something taught to everyone, and at a young age, maybe as young as Elementary school. The research I’ve done, if it ever came to permanent findings for a solution to race conflict, could be developed into programs designed to help young children learn, understand and celebrate other’s differences.
Writing and organizational cultures