the four-leaf clover

It’s been a very busy week and I got a little behind on my writing my post. However, I was thinking back to our conversation in class last week and remembered one topic that had caught my attention. We were discussing our organizational culture paper, and Dr. Carter described an example of using the Future Search timeline to flesh out the culture of an organization. I, of course, started thinking about my current work situation and what a timeline would look if my department drew one out. With a new Director will come culture changes, and it would be interesting to see if a change strategy like this would be effective in my organization. Culture is a very powerful word. I’ve started thinking about my department’s culture and how I’m going to develop my paper. It has forced me to think about the culture I’ve been apart of for the past 2 years. It also makes me think about the culture I may be walking into in less than a year.

Realistically, I will probably look for other job opportunities within the year, and again I will be the new person in an already present culture. This can be a very intimidating place, but I’ve also learned that it can be very rewarding. What will I bring to a new organization, a new culture? Dr. Carter also mentioned that administrative positions may not be able to have a huge impact on an organization’s culture, but I really believe I have played a large impact on the culture of my department. The person in the position before me made the department a very unwelcoming, almost negative place. Faculty and staff in my department would wait and come into the administrative suite after this employee would leave for the day, because it was that unpleasant to be around her. I have heard more times than I can count how nice it is to hear, “Is there anything I can do?” So, I do agree that an administrative person may not have a huge impact on the organization’s culture, but I also know that my department is a much more positive, warmer place because of little things like this. I guess it’s true what they say that “it’s the little things that count.”

I’m looking forward to using what I’ve learned from Dixon and Schein to flesh out the culture in my department. I know I have my own bias’s and thoughts, but I’ve never thought to ask the other faculty and staff what they really think or how they perceive things. My department is like a little family, so it’s easy to see when someone is having an off day or is peeved at someone else; however it will really take some good conversation to dig out the underlying thoughts of other faculty and staff. I look forward to seeing what develops out of the conversations with my co-workers, and if anything else, it may be a good therapy session.