Mr. CEO was very effective when he requested for a report on the study of organizational culture in the business. The shared knowledge in an organization concerning the rules, norms and values that shapes the attitude and the behaviors of the organization’s employees is termed as the organizational culture. Organization culture has its components in the business that helps the culture to be successful in its functioning. For example in the movie Wolf of Wall Streets, Jordan befriends Donnie Azoff and the two decides to start their own company, they recruited Belfort’s parent as the accountant and several of Jordan’s friends whom they trains in the art of hard sell (Scorsese, 2013). In addition, organization should have a strong culture and try its best ways to maintain the culture for efficiency in the organization business performance. An organization also develops different steps to ensure that the newcomers in the organization will easily fate themselves in the organization culture. For instance, Jordan hardly trains his new friends to ensure that they appropriately fates to the company’s performance. The movie Wolf of Wall Streetsis generally discussed based on the theories in chapter14 of organizational culture and change. `
Don’t waste time Get a verified expert to help you with Essay
In this chapter, organizational culture has a number of facets that are derived from its definition, the key one being culture; which is the shared knowledge among the associates of the organization (Cameron & Robert 2011). Employees learn about the most vital aspects of the shared knowledge through other employees of the association. For instance, Jordan had discovered the bankers’ culture of corruption and hence he could easily open a Swiss bank account through the corrupt bankers such as Jean Desjardin (Scorsese, 2013). He used the name of Naomi who is a British citizen and hence she is out of reach by the authorities. Moreover, culture being a shared knowledge amongst the employees, this shows that members of the organization indeed understands and have degree of consensus of the definition of culture. The second facet of the organizational culture is that culture informs the employees about the rules, norms, and values surrounding the organization and also helps the employees to answer some questions concerning the organization for instance; what kind of behaviors are appropriate or inappropriate at the work place? Jordan new very well, that prostitution and use of drugs does not support the characteristics of a culture but he involves himself when he immensely succeeds in his business.
The last facet of organizational culture is that it natures and reinforces confident employees attitude and acts by creating a structure of control over all the employees in the organization (Tillman & Michael 2008). For instance, the FBI in the movie wiretaps Jordan’s phone when they discovered that he was carrying out illegal activities that are against the organization culture (Belfort 2013).Organizations have three chief components concerning their culture and they includes; observable relics, adopted values and basic underlying notion. Organization culture components are usually compared with the theory of an onion since some components are readily visible and apparent; these are denoted to be the skin of the onion since people can observe and make their own understanding of the organization. While the other components that are inside the organization remains to be a mystery and are referred to be the inner part of the onion since it is until they peel off the cover in order to gauge the values and assumption that are beneath the organization. Likewise, if it was not for the storm that capsizes Jordan, Donnie and their wives as they had decided to sail to Monaco, it could have remained a mystery to other without the idea of the four people are.
The first component that is the observable artifactsis really manifested by the culture of the organization that the employees can easily see or talk about on their own. The artifacts supply the signals that are interpreted by the employees in order to gauge their personal behavior when working. In addition, the artifacts supplies primary means of transmitting to the organization culture to its workforce. Artifacts are of different types that include; symbols which conveys message to the people, physical structure; which are the buildings in the association and designs of the internal office. The last type of the artifacts is the rituals that are planned on weekly routines and practiced in the organization.
The other component is espoused values, which include beliefs, philosophies, and norms. These values are explicitly stated by the great organization like companies, for example of an espoused value is the one found in the corporate constitution of Calgary-based EnCana Corporation. The last component is the basic underlying assumption which are the fixed beliefs and attitudes that are engrained in order for the employees to act upon them rather than basing their questions on validity of their own behavior in a specified situation. The assumptions represent the deepest and the minimum visible part of the acquired knowledge and it may not be apparent even to the organizational veterans.
Organizations culture is characterized into two theories that are solidarity and sociability (Harrison & Glenn, 2006). The degree in which group members think and act similarly is termed as solidarity while sociability represents how employees show friendship to one another. On these two dimensions, lower organization experience both dimensions in a fragmented culture whereby employees are distant and disconnected from approaching each other. For example of this culture in Wolf of Wall Streets is the postmodernism culture that is used to define the era that we are currently living. This is portrayed in text where massive office in which traders work, there were full of prostitutes having sex everywhere. While on those organization that have cultures in which employees think similarly but they are unfriendly to each other, this culture is considered to be mercenary cultures and the organization are likely to be so political in nature. The mercenary culture is portrayed in the wolf of streets through Marxist ideology. The ideology supports that women’s oppression in an organization is based on capitalism whereby women are regarded to be seeking support from the men to carry out their activities
Not all organizations have strong culture although most of the organization seems to strive for one culture. A strong culture exists when its employees definitely agrees about the way things are supposed to run within the organization and their behavior should be subsequent to those expectation. Indeed, a strong culture plays a role to unite and gives directions to the employees. Weak cultures originate due to disagreement among the employees on matters of how things are supposed to be done. This shows that it has nothing that it can add to the unity of the employees or even direct their attitudes and doings. For example, Belfort’s point is in the Wolf of Wall Streets that there is consequence of strong sexual culture.
A culture is tested when the founders of the organization and the original employees starts to novice and hire fresh members (Robbins et al., 2003). If these fresh employees fail to fit in the organization, the culture weakens or differentiates. In the movie, Jordan divorces his wife Naomi when she fails to fit in his culture and marries Naomi who generally fits to his culture. Two theories that can conspire to keep the culture strong that is through attrition or socialization. For example, in ASA framework, states that potential members will be fascinated to the organization whose cultures matches their own character. This means that the some potential job candidates would not smear due to perceived dearth of fit. There is a war of attrition in the wall streets banks and corporations and the Bernie Madoff is a good example as portrayed by Leonardo Dicaprio in the movie. On the other hand socialization which is defined as primary process through which employees learn the social knowledge that higher them the understanding and adoption to the organization culture. The theory of feminism in the Wolf of Wall Streets that emphasis on gender equality in all areas shows socialization in the organization. This knowledge aids the employee to easily adopt and specialize on the organization culture more readily than other new members.
After cultures are established and maintained in an organization, they tend to persist over a long time until bad news concerning the culture may occur (Lewis, 2014). The bad news can lead to the culture failing to fit in the organization. For instance, Naomi feels she cannot tolerate the behavior of his husband Jordan and decides to divorce her with full custody of their daughter (Ritti & Steve, 2010).In order to change a culture, there is basic process that involves three phases that includes, unfreezing; initiative can be changed, and refreezing. These steps would be based on the problems associated with the culture for example, if it is about unfreezing, the issues concerning the customers complaints on the product quality should be checked since it may trigger awareness about the company’s culture problems.
Belfort, J, (2013). Catching the Wolf of Wall Street: More Incredible True Stories of Fortunes, Schemes, Parties, and Prison.
Cameron, K. S, & Robert, E. Q. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. San Francisco, CA: Josser-Bass,
Harrison, J. R., & Glenn, R. (2006). Carroll.Culture and Demography in Organizations. Princeton [u.a.: Princeton Univ. Press, 2006.
Lewis, M. (2014) . Flash Boys: A Wall Street Revolt.,
Ritti, R. R, and Steve L. (2010).The Ropes to Skip and the Ropes to Know: Studies in Organizational Theory and Behavior.Hoboken, NJ: John Wiley & Sons.
Robbins, S., P, Aletta O., and Roodt, G. (2003). Organisational Behaviour: Global and Southern African Perspectives. Cape Town: Pearson Education South Africa,.
Scorsese M. (2013). The Wolf of Wall Street.IMDb.
Tillman, R., H, & Michael L (2008). Indergaard. Pump and Dump: The Rancid Rules of the New Economy. New Brunswick, New Jersey: Rutgers Univ Press,