We don’t live or work in a box…

We don’t live or work in a box…

What...?

We don’t live in a “box”. Life Moves at a pretty fast pace around us. Life is about movement and change. Organizations are organic, living and breathing entities.  Therefore, change is inevitable.

Constant is never guaranteed, even with steadfast core values and behaviors.  Just as nothing in life is guaranteed.  Core values are a foundation, but that doesn’t mean the house can’t change over the years of existence.

One day even that foundation may crumble and erode away.

The box isn’t permanent.  Some days, I don’t think any one item has permanency.  There is an end point.

The other day here in the department, one my colleagues was roaming around testing us if we remember the ‘Tab’ drink and the jingle.  For the life of me, I couldn’t remember the music, but I do remember that ugly old can and awful aftertaste.  Not many could remember the jingle.  Just one of those lighthearted moments to break up a stressful day.  Illustrates a good point.  Somethings in life stay with you, others don’t.

Tab isn’t around any more.  Products have a shelf life.  Most do. A product life cycle.

Everything has a life cycle, even tenure on this planet.

So, what is left behind?  A moment. A memory.  An experience.  An interaction.  An action.
Experiences, interactions, take hold in the consciousness and remain.  Some stronger than others.   Hence, if organizations are living, breathing structures they thus have a complex ‘personality’.  A complex matrix of interwoven personalities.

Life isn’t breathed into a company until you add the human element.  Or is it that founder, that person with the original idea that is exerting their personality over others?  So, maybe then this goes to the development of that mission and vision statements.  That are supposed to articulate the personality, the core values of a company.

Therefore, I question if we assimilate the personality of organizations into our own core values.  Or our own values present and melded together with the companies.  Threads of commonality. (Chicken and egg debate?)

Sort of like leadership.  What is leadership?

Leaders are ahead of us, beside us, with us that we might not even know we have commonality, and are behind.
Behind us–because we as employees and managers are so innovative and creative, so forward thinking, we are head of the company thinking. We have ‘progressive thoughts’.  The child has far exceeded the parent.

Box Cat
From past experience, I can tell you that several work places did not have my same common core values, and I would never take up their value system.  I had more integrity than that.  My integrity was more important.  So, which is more important organizational cultural values or your own?  Hints at acculturation conflict.  Is that the point you know, that this job won’t work out and it is time to find other boxes to inhabit?

So, how do we work with a variety of cultures, even our own work system.  How do we navigate such waters?

How do we keep the workplace from becoming a stagnate pool of water?

As I reread our book, I am caught between reality and the body of knowledge presented in the book.  This is nothing against the writers or their work, but I, as researcher, have been trained to question everything I read.  I critically analyze.  I study the craft of writing from different angles.  I study the world in which I live.  And that life has two different paths, professional and personal.  I study human behavior.  I study.

Just as you should.  You should develop your independent thinking skills and do not take anything at face value without thorough examination. And just make sure you back up your opinions or conclusions with factual information or other peer-reviewed evidence.  The book is a good example of how they have used a body of knowledge to support their hypotheses.

Recognize that you will have an emotional reaction to what we read before we sit down and critically analyze.  And I was having one of those moments.  My emotional inner self was boxing it out with my rational side.

The questions that arose and keeps pinging around in my brain are about organizational culture…p. 19 to be exact.

Typically, employees incorporate organizational values into their own value systems and prioritize them in terms of their relative importance as guiding principles (Rokeach, 1973 as quoted by Kersten and La Venture).

I had flippant remark tingling my lips after reading this.  I took a breath and realized my mistake.  This is 1973 thinking. I was a teenager back then.

I have to remember–1973 mode of thinking about organizations and culture was far different from today.  Just as 1950s culture is different from today.  Just as 1920 is different…conundrum potentially averted.  It is not that we don’t have commonality among generations, that we don’t all celebrate and suffer the same given life’s little nuances.  Okay, example.  1920s saw the evolution of dress for women.  Hemlines went up.  Every older generation was suffering apoplectic moments.  Fast forward to 1940s and the first vestiges of the bikini.  Get the drift.

Let’s return to that resource.  I don’t think I have ever incorporated the complete organization’s cultural values into my own core values.  I had established core values and looked for common ground, commonality.  I’m not a blank slate when I step through the doors of any company.  No one is and we come toting our own baggage, good and bad.

The word conformity doesn’t exist in my nomenclature, but I have to be honest–I do conform.  I loathe the word.  It exists and I will give it its voice, but I hate it like I hate blue cheese.  (I know, not everyone hates blue cheese.)  Everyone approaches life in their own manner.  Different points of reality and so forth.  But if I’m sitting in my favorite pub and everyone is having buffalo wings with blue cheese, and I’m the only one ordering ranch, that should tell me something.  How can I use this example to illustrate my point?

Get back to that point!

Innovative culture
One definition of innovative culture.

Yes, conformity and routine kill innovation and creativity.  So, can the mission and vision of a company that doesn’t evaluate and test their values.  As I said earlier, companies disintegrate, erode away without seeing how all the parts of a company work together, especially the human element.

What I like about Marriott is that they do articulate their values.  But do we just see the bright and shiny?  Why don’t we talk about the plausible cracks and holes in the system?  Those employees that fail and fall through those cracks.  Those that pack their bags and leave?  Who created those cracks in the fist place?

Is that then an organizational cultural failure?

Then who is to blame?

Who sets the standards on which to judge?
The benchmark on which to measure?
No two people learn the same.  No two people work, manage the same.  No two people are alike.
No two people are motivated to work the same.
Can a value system still be weak and work?
Can a value system be too strong, and thus rigid to stifle creativity?

See my problem…I’ve got a host of questions running through my mind.

Therefore, there has to be some form of commitment between parties.  There has to be a mutually beneficial contract that allows for individual identity and commonality.

This can lead into further discussions about innovative culture and positive organizational scholarship.

 

What about tomorrow….

What about tomorrow….

I just got back from ICHRIE in St. Louis, MO and technology was a big part of the conference.  I found one video that encapsulates what I have been telling my lodging students for the past 7 years here at Eastern.  As well as the students I had in Glasgow.  Technology will enable us to greater proficiency, effectiveness and efficiency.  Traditional values will return, evolved into a higher art form.  Personalized service will take on greater depth with the application and integration of technology applications, both platforms and software.  We will not be tied to a machine, to one place.  Marshall McLuhan’s postulate that ‘technology will be an extension of ourselves’ will be realized.

In one of the novels I have just finished, technology is one of the support characters and plays an important role in catching the bad guy.  One line I wrote:

The movement of his eyes had the document scroll upward so he had uninterrupted viewing.

The hero has set his SMART phone down on a sink and has projected his emails up onto the mirror above the vanity.  He uses his eyes to scroll through his messages as he hastily scans the information.  His cousin has developed this app that highlights key words so the hero’s brain can process the information faster, filling in the blanks and leaving him with no question about what is said.  It is taking the acronyms used in texting to a new level, utilizing the power of the brain to formulate patterns of decisive thought using the visual dexterity that it is capable of.  These thoughts of mine are based on Human-Computer Interaction theory.

The future of technology and innovation
The future of technology and innovation

I really feel that the next few years will see an exponential growth of interfacing our day-to-day activities, physical and psychological, with that of machines.  Design and use will be more transparent given cultural specifics.  We will truly extend our abilities, capabilities by extending ourselves into our environments.  We will be linked physically into our environments, physical, natural, economic and social even more so.

Do I see a future as portrayed in movies such as iRobot?  Will the machine become more?  Yes, I do see it becoming more and I do see a time when the machine will have a brain.  Independent thought, yes.  Will they become a new species?  A new culture?  Sure.  When, I can’t pinpoint an exact moment.  But we are all evolving, immersing ourselves within this new cultural environment.

More later….

Mapped out the Dragon Fly Effect for upcoming conference

Mapped out the Dragon Fly Effect for upcoming conference
Dragonfly-Effect-and-the-Four-Pillars-of-Social-Media
Dragonfly-Effect-and-the-Four-Pillars-of-Social-Media

Presenting on multi-media and hyper-media use in the classroom at the Educational Academy at ICHRIE in St. Louis, MO this July and so, as per my usual, had to map out my ideas for creating an innovative culture. This mind map addressed the three prong approach of collaboration, communication and critical/creative thinking.  Wish me luck!