Wednesday, June 18, 2008
week 3 Chapter 5: Integration
Integration is descirbed as portraying the culture in terms of consistency and clarity. It is somewhat of an unrealistic perspective because it says that cultural members agree of what they are going to do and why. In the real world many people do not all agree. It may appear to an outsider that everyone is agreeing but in actuality that may not be the case. For example the Poligamy culture appears to all be in agreement with the way the children and women are treated but if you dig deep you will find people who are not in compliance with it but he/she feels like there is no other choice but to follow the rules of the culture.
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Hi Nunu - Your perspective on integration is spot-on. The notion of cultural members agreeing about what they are doing and why is somewhat akin to stereotyping, which of course, is never a productive means for organizational communication. The concept that resonated with me the most was an organization’s culture being “portrayed as a monologue, not a dialogue”. While there is a time and place for a leader or manager to take decisive actions in an independent way (i.e., monologue), I have found the most effective organizations to be more proactive in engaging their employees. In doing so, staff and management enter into a dialogue that might ultimately allow both groups to develop solutions together.
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