The performance of the employees in the organization.

first thing that crosses to my mind when the word “culture” is mentioned is the
way of life of people. Different groups of people do things differently hence
have their own different and independent cultures. I have always understood
cultural diversity as the beauty of the world and all the people in it. I have
however never seen these concepts in the perspective of an organization, and
the relationship culture has with the performance of employees in an
organization mostly because I have practically lived or worked closely with
people of diverse cultures.

Scheper-Hughes on pages 16 and 17 of her book shines the light on the different
subcultures that exist within an organization. She refers to these subcultures
as micro-culture. The text also displays the relationship between these
micro-cultures and the performance of the employees in the organization.
Different departments have different micro-culture which depends on the
expectations of the management, the duties assigned to the departments as well
as the guidelines and rules put in place by the organization. According to the
author Nancy Scheper-Hughes, the conflicts that arise due to micro-cultures
affect the performance of the organization. Susan Santos investigates these
issues by attacking the management and determining the cause of the
conflicts.  Santos main concern, however,
was UTC Company particularly two units in her department, the customer outlet
and the warehouse. The two units had different micro-cultures that seemed to
cause constant disagreements.  The
ethnographic training Santos had in her undergraduate education came in handy
for this investigation. Instead of erecting changes on the units like most new
managers, she sought a different approach, one that involved understanding the
micro-cultures of the two units. An insight into the way the employees worked
and related shone a light on the issues at hand and how to solve them without
destroying the micro-cultures.

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aspect of this text that strikes me most as I read through it is the conflict
between morality and objectivity. This conflict is exhibited in the diversity
of microculture and their significance in the departments of an organization
and means of dealing with it. For instance, Santos had options; either to
disregard the micro-cultures or set up her own rules on how to deal with the
conflict, or understand the micro-cultures to understand the nature of the
problem better.  Santos, in this case,
assumed the role of an anthropologist and sought to understand and describe the
culture of the tow units in her department. I think she is objective as she
seeks a solution and not dominance in respect to her position in the
organization. I understand from her position that the best way to handle
diversity is by first understanding it. Santos worked among the employees to
understand the concept of their micro-culture thereby gain an insight into the
root problem and formulation of a perfect solution. I realized from the end
that the employees respected her more as she associated with them at a personal
level rather than exercising her authority over them.

initial concept of management was exercising managerial power on the employees
without their concept. Santos approach, however, seems more effective as it
involves ethnographic.  Various questions
arise from this text, the most significant being the nature of the relationship
between employees and employers, should it be authoritative or yet approached
delicately as Santos did.


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