1) In the article “What is Organizational Culture and Why Should We Care?” I found the idea that culture is a product of compensation to be very interesting, in that paragraph it was mentioned that the best predictors of what people will do is what they are incentivized to do. I also connected this to the article “Why Diversity Matters” where it was mentioned that more diverse companies have been shown to be 35% more likely to out perform and have higher returns. The question I kept wondering about was Would companies be trying to improve their diversity if there were not statistics such as these to support the change?
3)Both articles “What is Organizational Culture and Why Should We Care?” and “Why Diversity matters” have provided me not only with new insight on these topics as well as allowed me to make connections to things that go on around us in the world. In “What is Organizational Culture and Why Should We Care?” a few definitions stood out to me. The first two were from the article “Organizational Culture is Civilization in the Workplace” in the paragraph that followed, the author went on to describe that Organizational Culture is derived from the societal norms that are behind upheld around the organization. The author writes about how the success of an organization can be determined by how willing the organization is to adapt to new cultures. It is mentioned that ” …established cultures can become impediments to survival when there are substantial environment changes.” This interested me because I believe this to be true, the more willing institutions and organizations are to rebrand their cultures, then the more successful they will be in the long run. The second was that “An organization is a living culture… that can adapt to the reality as fast as possible.” the author mentions that since the society is constantly changing it is hard to establish a set organizational culture which I completely agree with.As time passes we are changing as a society which also means that the things around us should change as well so they are able to keep up with current times. This made me reflect back on the importance of allowing room for improvements, and a large component of having this space is not to have a set in stone organizational culture.
In the article “Why Diversity Matters” It was said that The United Kingdom does better when it comes to diversity than The United States in senior leadership programs. At first I was wondering why this could possibly be but then it reminded me of something I learned in one of my college classes back in high school. In America where you live determines the types of jobs and schools you attend. Many minorities are confined to redlined neighborhoods and do not have access to the resources needed for them to leave. When they do they have a hard time finding jobs because they may not fit certain unspoken requirements. For instance a while back I read that when hiring, people are more likely to hire someone who went to a prestigious or well known university in comparison to someone who attended a community college or a lesser known university. This all can be a factor to why there is not as much diversity in senior positions in the U.S than in the U.K.
