Recycled Bullsh-IT

As we soberly reflect on a year lost to the pandemic, it is worth re-examining how our personal and job values have changed and what that means for the organisation for whom we (occasionally) work.

 Many companies have risen to the challenge of supporting their staff during this crisis. Others not so much. A lot of the response is based on that mythical corporate quality – company culture. But what does company culture mean, and is it something that makes a difference to your shallow pitiful work life? 

 Cultural Identity

All organisations treat you in different ways through a mixture of (normally wishy-washy) corporate values and more explicit (unreasonable) demands. This in turn affects how you behave towards them, how comfortable you feel working for them, and ultimately whether you love/hate/tolerate working there. This mixture of values and expectations provides an insight into their company culture, and there is a broad spectrum that will suit different types of people. So, here is my guide to help you decide whether your company’s culture is appropriate for you:

 Cultural Appropriateness

To help you understand what type of culture you are dealing with, I have broken down the traits into two main categories that help explain what impact it will have on you: CALM and RASH. CALM cultures tend to be found in happy hippy start-ups who enjoy spending investor cash on pool tables, free food and designer coffee. RASH cultures are common in aggressive, financially driven sweatshops who are more Darwinian in nature, and hate their investments being used for pool tables, free food, etc. Here’s how to tell them apart:

 CALM

• Caring centres on relationships and inclusiveness. These are warm, collaborative, and welcoming places where people help and support one another. Staff are loyal; leaders emphasize sincerity, teamwork, and positive relationships. Lots of bean bags.
• Amusing is expressed through fun and excitement. These are light-hearted places where people tend to do what makes them happy. Peeps are encouraged to play; laid-back leaders love spontaneity and a sense of humour (sometimes enforced).
• Learning is characterized by exploration, expansiveness, and creativity. These are inventive and open-minded places where people spark new ideas and explore alternatives. Staff are encouraged to be curious; leaders emphasize innovation, knowledge, and adventure. Time allowed for pet projects.
• Missionary is exemplified by idealism and altruism. Woke Work environments are tolerant, compassionate places where people try to do good for the long-term future of the world. Staff focus on sustainability and virtue signalling global issues; leaders highlight shared ideals and contributing to a greater cause. Such as flying themselves to Mars.

RASH

• Results is characterized by achievement and winning. These are outcome-oriented and merit-based places where people aspire to achieve top performance. Staff fight for success; leaders emphasize goal accomplishment. Deliver or die.
• Authority is defined by strength, decisiveness, and boldness. These are competitive places where people strive to gain personal advantage; leaders emphasize confidence and dominance through strong controls. Can sometimes stink of testosterone.
• Safety is defined by planning, caution, and preparedness. These are predictable places where people are risk-conscious and think things through carefully, as the wrong move could be career suicide. Leaders emphasize being right first time and planning ahead. Failures get fired.
• Hierarchy is focused on respect, structure, and shared norms. These are methodical places where people tend to play by the rules to fit in. Staff do what they are told; leaders emphasize mandated procedures and time-honoured “customs” that are not in any way illegal or pitiless. No sir.

So, does CALM or RASH suit you best, and which delivers the results? Depends on the purpose of your organisation, and who’s running it. If the culture doesn’t suit you it may be time to look elsewhere (when the market picks up). Or round up your fellow workers, dust off your student copy of Das Kapital, and try to make the change from within. 

John “Multi-Culture Vulture” Moe