The Rapid Response Institute

Category: Culture

  • Cultural Cognitive Dissonance

    Cultural Cognitive Dissonance

    “Cognitive dissonance is the mental discomfort that results from holding two conflicting beliefs, values, or attitudes.”  — Verywellmind

    Typically, we associate this behavioral issue with individual humans.  Yet, aren’t organization comprised of human beings?  Well at least until the AI robots take over.

    There can be many issues causing individual and collective angst and some are described below.  However, it is not daily decisions management makes that we do not agree with that are the most destructive.  The real challenges groups face are the ones that challenge organizational culture–such as major change or organizational transformation efforts.

    Yet, what if cultural cognitive dissonance is not caused by major one time events?  What if it is the result of the systemic nature of the organization.  For example, employees are routinely treated poorly and not valued.

    From a personal perspective, twice in my career I blow the sales quota away by multi-millions.  My reward; thanks and we can’t pay that much in commission.  And the final coup de grâce, “we want more of this type business so we are going to hire someone to do it.”  Guess, what!  Both companies did and these huge deals were never sold again.  Oh and BTW, both went out of business not long after.

    There are consequences when organizations exhibit cultural cognitive dissonance.  Not just to the individual, but that message was clearly sent and no one ever again stepped out of their boxes.  Game, Set, Match!

    Moreover, for large global firms, there may be cultural clashes among the different global divisions/companies.  This can be managed but may often be at odds with each other.

    From Verywellmind, the following three major causes of cognitive dissonance apply to organizations as well as individuals.

    Causes of Cognitive Dissonance

    • Forced Compliance–Required to behave in a certain way that may be contrary to beliefs or desired behavior
    • New Information–Obtaining new information or data that calls into question previous positions
    • Decisions–The quandary of needing to select one of two or more similar alternatives

    According to the well regarded Cleveland Clinic, “Cognitive dissonance can feel a lot like anxiety and stress — and they often come paired together. When you’re stressed or anxious, you could affect your overall mental, emotional and physical health.”

    This observer suggests that these symptoms will apply to organizations as well.  This could contribute or lower performance and even the demise of a once viable organization.  This condition is something to be taken seriously.

    Does your organization realize there may some internal cognitive dissonances in your culture?

    For More Information

    Please note, RRI does not endorse or advocate the links to any third-party materials herein.  They are provided for education and entertainment only.

    See our Economic Value Proposition Matrix® (EVPM) for additional information and a free version to build your own EVPM.

    The author’s credentials in this field are available on his LinkedIn page.  Moreover, Dr. Shemwell is a coauthor of the just published book, “Smart Manufacturing: Integrating Transformational Technologies for Competitiveness and Sustainability.”  His focus is on Operational Technologies.

    “People fail to get along because they fear each other; they fear each other because they don’t know each other; they don’t know each other because they have not communicated with each other.” (Martin Luther King speech at Cornell College, 1962).  For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game.  You can contact this author as well.

    For more details regarding climate change models, check out Bjorn Lomborg ands his latest book, False Alarm: How Climate Change Panic Costs Us Trillions, Hurts the Poor, and Fails to Fix the Planet.

    Regarding the economics of Climate Change, check out our blog, Crippling Green.

    For those start-up firms addressing energy (including renewables) challenges, the author can put you in touch with Global Energy Mentors which provide no-cost mentoring services from energy experts.  If interested, check it out and give me a shout.

  • An Era of Hate

    An Era of Hate

    Incredible!! The level of hate as shown on any media today is just that, incredible.  Thieving, beating, sexual abusing and murdering seem taken as the “New Normal.”  Young people are throwing away future careers as they appear in the omnipresent media shouting hate towards one group.  Wearing masks simply make them look like common criminals.  What are they thinking, comes to mind.

    DEI (Diversity, Equity and Inclusion) and ESG (Environmental, Social and Governance) fads appear to be fading even as their original definitions are lost.  This pundit has been in the workforce since 1974 and before that the military experience.  To say I have seen it all is an understatement.  Well run organizations adhere to the original tenets of these two business/social models

    That said, my perspective follows:

    Servant Leadership

    With a focus on people, this leadership style seeks to develop all individuals and get the best out of cross cultural teams.

    • Diversity–We live in a world of over 8 Billion people.  We all know the level of diverse cultures, lifestyle and locales.  The likelihood that one organization is composed of all of one type is farcical.  So get over it!
    • Equity–Everyone wants to be treated fairly.  A company I was with was acquired.  The culture divided the employees into two groups.  Those who were hired directly and those who transitioned as a result of M&A activities.  As might be expected the mergers were most dilutive (huge employee turnover) and eventually that organization was eaten by an even bigger fish.  More like Lose–Lose!
    • Inclusion–People want to be included and allowed to contribute even if they are awkward about it.  One of the best true stories on this subject is depicted in the 2004 television movie, Something the Lord Made.  Two very different men in a racially challenged Jim Crow era were able to get past many issues and developed a solution for a deadly infant disease.  If you have not seen it; well worth your time.
    Stewardship

    One definition by Michael Barber; “Stewardship is leaving a system better than you found it,” is a very powerful statement.  Our Blog of April 25, 2022, ESG Explained defined these terms:

    • Environmental–Generally refers to the stewardship of the planet and how organizations facilitate that responsibility.
    • Social–Facilitating organizational responsibility to the global society, at all levels from the globe to the local communities firms operate in.
    • (Corporate) Governance–Typically, the umbrella organizations put in place to assure issues such as transparency, fraud, safety culture and ethics are in compliance with social norms and local regulations.

    Finally, over twenty years ago after all of the managerial nonsense that sent many “C” levels to jail from our 2011 White Paper Asset/Equipment Integrity Governance: Operations-Enterprise Alignment: A Case for Board Oversight, “During that period (2002), McKinsey & Company in conjunction with the Global Corporate Governance Forum conducted a study and found that over 75% of over 200 fund managers would value a stock at a higher price point if the company could demonstrate it had strong governance in place.  Moreover, the study also revealed that for western markets, firms with strong shareholder rights averaged 12-14% higher stock prices .”

    It Makes No Sense to Run any Organization Badly.  Either to stakeholders or yourself.

     Gaming the System

    Those of us at a certain age are familiar with the song, Walk A Mile In My Shoes.  What would you say if I told you that using technology multiple parties can exchange their boots?

    There is a way using Virtual Training to interact with other cultures and effectively Walk A Mile In Their Shoes (and they in yours).   “Virtual training typically refers to a specific form of online education that focuses on skill development and practical training.  It often involves structured courses or programs designed to teach specific skills or tasks.”

    Based on International Negotiation experiences, processes and technology tools we have developed an online game.  It enables collaboration or even simulate organizational conflict.

    Additional information is available on our Cross Cultural Serious Game Portal.  Check it out, I think you will like it and its a way to help cool the cultural hate being unleashed

    Walk A Virtual Mile in the Other’s Shoes.  Who Knows You May Even Like it.

    For More Information

    Please note, RRI does not endorse or advocate the links to any third-party materials herein.  They are provided for education and entertainment only.

    See our Economic Value Proposition Matrix® (EVPM) for additional information and a free version to build your own EVPM.

    The author’s credentials in this field are available on his LinkedIn page.  Moreover, Dr. Shemwell is a coauthor of the just published book, “Smart Manufacturing: Integrating Transformational Technologies for Competitiveness and Sustainability.”  His focus is on Operational Technologies.

    “People fail to get along because they fear each other; they fear each other because they don’t know each other; they don’t know each other because they have not communicated with each other.” (Martin Luther King speech at Cornell College, 1962).  For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game.  You can contact this author as well.

    For more details regarding climate change models, check out Bjorn Lomborg ands his latest book, False Alarm: How Climate Change Panic Costs Us Trillions, Hurts the Poor, and Fails to Fix the Planet.

    Regarding the economics of Climate Change, check out our recent blog, Crippling Green.

    For those start-up firms addressing energy (including renewables) challenges, the author can put you in touch with Global Energy Mentors which provide no-cost mentoring services from energy experts.  If interested, check it out and give me a shout.

  • Boo

    Boo

    According to one source, “The (Halloween) tradition originated with the ancient Celtic festival of Samhain, when people would light bonfires and wear costumes to ward off ghosts.”

     

    Is your organization dressing up to fight for an old dead culture?

    The Answer is NO, Even if it Kills Me!!

    Decades an organization I know well acquired a direct (high tech) competitor for one of its divisions.  I believe the idea was to gain market share, become more competitive and so forth and so.  All the ‘good’ reasons mergers and acquisitions are viewed as adding value.

    For several years both sides visibly fought the merger.  In the end, the new unit failed and was sold.  ALL lost their jobs!  Yet, I guess they won.

    Cultural Change Ain’t That Hard

    What were they thinking as those lemmings commented career suicide?  Contemporary, Elon Musk is insisting that employees report to the office or face termination and I guess many are resisting.  With electric car sales in the tank and social media struggling as well.  Is this the new generation of lemmings?

    Social media in particular will face consolidation over the next few years.  This process is consistent with what other sectors have done as they mature.  Streaming video is another sector faced with low returns and too many vendors.

    Ghosts from the past have the wisdom.  “Don’t do what I did,” is something we may hear a lot of soon.

    The Only Constant is Change

    Calcifying yourself like a mummy is a career/organization killer.  So why do it?  Embrace the new, after all that’s what most techies are telling all of us.  I fear; however, not all are ‘Walking the Walk.”  Thousands of years ago the Roman taught us, “Caveat Emptor” or buyer beware.  This wisdom still applies.

    Change at a rate that works for you and your organization.  You may find that you like the new culture and say boo to the old.

    What are you and your organization doing to keep the old demons at bay?

    For More Information

    Please note, RRI does not endorse or advocate the links to any third-party materials herein.  They are provided for education and entertainment only.

    See our Economic Value Proposition Matrix® (EVPM) for additional information and a free version to build your own EVPM.

    The author’s credentials in this field are available on his LinkedIn page.  Moreover, Dr. Shemwell is a coauthor of the just published book, “Smart Manufacturing: Integrating Transformational Technologies for Competitiveness and Sustainability.”  His focus is on Operational Technologies.

    “People fail to get along because they fear each other; they fear each other because they don’t know each other; they don’t know each other because they have not communicated with each other.” (Martin Luther King speech at Cornell College, 1962).  For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game.  You can contact this author as well.

    For more details regarding climate change models, check out Bjorn Lomborg ands his latest book, False Alarm: How Climate Change Panic Costs Us Trillions, Hurts the Poor, and Fails to Fix the Planet.

    Regarding the economics of Climate Change, check out our recent blog, Crippling Green.

    For those start-up firms addressing energy (including renewables) challenges, the author can put you in touch with Global Energy Mentors which provide no-cost mentoring services from energy experts.  If interested, check it out and give me a shout.