Thank you for this video and making the research papers available. Just found and downloaded both and am super excited to dig into the details. Our family/employee owned business has an amazing culture that our leadership team is committed to strengthening and building upon in the coming years. Our fear is that without actively investing into this effort, our growth will dilute or move our culture in the wrong direction. I found your video at a perfect time!
Here's the problem with this research. They only interviewed corporate executives, not mid-level managers or the employees who execute the day-to-day tasks. There, you'd get real answers as to why most corporate cultures don't work. The reason is top management, the executives, who are being interviewed, are incentivized to only work for shareholders. It's why most people are underpaid and overworked and that is the strongest message you can send that your culture doesn't matter. It's who manages up the best.
any decisions should be based on company profits and production increase, therefore they asked managers and CEOs. Employees comfort of course matters, but you can't say that some strategy works or not only on employees perception. Business is first of all is about money gaining, not the happiness for everyone. Each company should employ people fitting their culture.
Maruha Starshaya okay, but my point was that mid-level managers and employees would have definite opinions about what works and what doesn’t because they’re on the front lines actually executing the business plan. If you’re not asking them their perspective, you’re limiting or skewing your results. Everyone thinks the CEOs have all the answers or have their finger on the pulse, but most don’t. Now maybe this team of researchers had limited resources and time preventing them from digging deeper. All I know is I teach a communications theory class and the adults in the class had definite ideas about the culture of communication in their workplaces that I bet the CEOs were unaware of because they didn’t bother to ask them.
@@DJ-bj8ku if CEO has no idea what's going on under his nose you should fire him. Managerial stuff should know everything you know, therefore they are high managers. And democratic is a worse tactic in business.
Maruha Starshaya I’m not talking about being democratic. If you’re a researcher and want to know about company culture, it’s best to talk to the people who live and breathe it every day. CEOs have a valuable perspective but not the only one. And fact is they’re surrounded by people who tell them what they want to hear.
@@DJ-bj8ku I understand what you mean. But this research was made in a scope of "what makes company more profitable and tempting for investors", which is a main goal for all owners. Talking about employee experience will cover the topic "how to make people loyal" or "how to build strong relationships with your staff". But unfortunately staff is only an instrument, not the goal.
As an outsider, it seems like you present a strong argument, but how do you explain the mind-boggling success of a company like Amazon, where employees are denied bathroom breaks, etc? Also, I've noticed the trend towards the McDonaldization (see Ritzer's "The McDonaldization of Society) of institutions that should NOT be organized according to corporate models, but increasingly are. The most obvious example is hospitals, particularly large teaching/research facilities. (I could list many detrimental mistakes, but why bother screaming into the Internet void when I've already tried (and failed) to address these issues through the proper channels?)
You have to encourage participation and understanding to get commitment for long term success.Autocratic imposition has short term benefits and the risk of result in counter intentional behavior
Great summary. I"m on the faculty of the Defense Acquisition University and plan to bring this message to our program managers of large acquisition programs
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Thank you for this video and making the research papers available. Just found and downloaded both and am super excited to dig into the details. Our family/employee owned business has an amazing culture that our leadership team is committed to strengthening and building upon in the coming years. Our fear is that without actively investing into this effort, our growth will dilute or
move our culture in the wrong direction. I found your video at a perfect time!
Culture is defined by task/strategic and professional contexts.
Here's the problem with this research. They only interviewed corporate executives, not mid-level managers or the employees who execute the day-to-day tasks. There, you'd get real answers as to why most corporate cultures don't work. The reason is top management, the executives, who are being interviewed, are incentivized to only work for shareholders. It's why most people are underpaid and overworked and that is the strongest message you can send that your culture doesn't matter. It's who manages up the best.
any decisions should be based on company profits and production increase, therefore they asked managers and CEOs. Employees comfort of course matters, but you can't say that some strategy works or not only on employees perception. Business is first of all is about money gaining, not the happiness for everyone. Each company should employ people fitting their culture.
Maruha Starshaya okay, but my point was that mid-level managers and employees would have definite opinions about what works and what doesn’t because they’re on the front lines actually executing the business plan. If you’re not asking them their perspective, you’re limiting or skewing your results. Everyone thinks the CEOs have all the answers or have their finger on the pulse, but most don’t. Now maybe this team of researchers had limited resources and time preventing them from digging deeper. All I know is I teach a communications theory class and the adults in the class had definite ideas about the culture of communication in their workplaces that I bet the CEOs were unaware of because they didn’t bother to ask them.
@@DJ-bj8ku if CEO has no idea what's going on under his nose you should fire him. Managerial stuff should know everything you know, therefore they are high managers.
And democratic is a worse tactic in business.
Maruha Starshaya I’m not talking about being democratic. If you’re a researcher and want to know about company culture, it’s best to talk to the people who live and breathe it every day. CEOs have a valuable perspective but not the only one. And fact is they’re surrounded by people who tell them what they want to hear.
@@DJ-bj8ku I understand what you mean. But this research was made in a scope of "what makes company more profitable and tempting for investors", which is a main goal for all owners.
Talking about employee experience will cover the topic "how to make people loyal" or "how to build strong relationships with your staff". But unfortunately staff is only an instrument, not the goal.
Just wondering why you limited your research by including only CEOs and CFOs, and not CHROs. Culture normally lies as a portfolio within HR.
As an outsider, it seems like you present a strong argument, but how do you explain the mind-boggling success of a company like Amazon, where employees are denied bathroom breaks, etc?
Also, I've noticed the trend towards the McDonaldization (see Ritzer's "The McDonaldization of Society) of institutions that should NOT be organized according to corporate models, but increasingly are. The most obvious example is hospitals, particularly large teaching/research facilities. (I could list many detrimental mistakes, but why bother screaming into the Internet void when I've already tried (and failed) to address these issues through the proper channels?)
Hi, where can I find the research papers? thank you
yes, please, I would to get too
Sir, it was excellent , gave a crystal clear view. Sir I wanted to know can autocratic culture create sustainability in the long term? Kindly reply
You have to encourage participation and understanding to get commitment for long term success.Autocratic imposition has short term benefits and the risk of result in counter intentional behavior
@@ramone.batista9101 Thanks Sir, you are simply awesome
Do you have the original quote of the IBM Manager, he mentioned ?
would be awesome - thanks!
Very interesting framework and findings. Thanks.
Corporate Culture: Evidence from the Field
Corporate Culture: The Interview Evidence
sheer brilliance
Well made presentation!Thanks!
nice presentation
b
Great summary. I"m on the faculty of the Defense Acquisition University and plan to bring this message to our program managers of large acquisition programs
Thanks for sharing this video. What is the name of the paper, and Where can I find the research papers? Please!
Do you have a link to the study papers, please?
Great clarity. Thank you.
Great content, keep it up!
Great message, thanks.
Where can we access the complete research report? Thank you.
Check the last minute of the video (at 14:20). Go the web address and click "Download This Paper"
Thank you so much for this video. Extremely informative
I am interested whether I have a right to fire or demote depending on corporate culture rule breaking?