Introduction The Department of Homeland Security which was formed in 2002 through Homeland Security Act is a cabinet level agency which comprises of 22 components agencies and with about 240,000 employees (Johnson, 2015). Creation of DHS was the largest restructuring of the federal government after President Harry Truman and Congress created the CIA, Defense Department, and National Security Council in the 1940s. The missions the agency include counterterrorism; border security; aviation security; port security; maritime security; cybersecurity; detection of nuclear, chemical, and biological threats to the homeland; protection of our national leaders through the Secret Service; training of federal law enforcement officers; enforcement and administration …show more content…
(Roth, 2015). These challenges often manifest in the agency response to complex programs such as hurricane Karina response; at times resulted in high attrition of employees. Some research attributed DHS problems to lack of common culture that bind all the DHS employees together and instill the spirit de corps among employees. It is quite understandable that most of those component agencies that make up DHS brought with them their individual organizational cultures into their parent agency (DHS). It is also well documented that once culture has taken root, it is often difficult and even take longer time to transform (Denning, 2011). But DHS which has been in existence for about 15years supposed to have had a strong unifying organizational core culture by now. This is because “the building blocks of a successful organization involve effective leadership, strong communication, and a common core culture. Lack of those elements, will hamper efforts in any organization including workforce resilience programs”