Negative Organizational Culture

Organizational managers everywhere have tremendous power and influence; they help to shape the cultures and ethics of their organizations. Organizational managers can make invaluable contributions to their organization and the community if they positively shape the culture and ethics of their organization. In today's global economy, most organizational managers should expect their positive, or negative, impact on their organizations' culture and ethics to cross, cultural and geographical boundaries. Organizational mangers who effectively communicate their cultural and ethical values and expectations to their employees have a greater chance of positively influencing their organization; positively impacting external stakeholders and the greater community in which their organization operates, and; positively influencing future stakeholders in future generations. Furthermore, organizational managers must seek to develop their employees into other-centered employees, because eventually, other-centered employees develop into other-centered managers themselves.

Culture is the set of values, norms, guiding beliefs, and understandings that are shared by members of an organization (Daft, 2016, p. 386).

A negative organizational culture hurts the organization, and a negative organizational culture hurts the organizations ability to adapt and perform. For example, when corporations are successful, the culture that helped the corporation obtain success often becomes permanently ingrained and institutionalized. Thus, in some cases, success can hinder a business, because the managers of that particular business may become set in their ways, which may cause the organizational culture to fail to adapt to external changes. The failure of an organization to adapt to external changes can be detrimental to future performance. In this way, a business can become a "victim of its own success" (Daft, 2016, p.