Clan culture relieves anxiety at work and makes us fly…!
September 30th, 2010
“The Organizational Culture Assessment Instrument incites thought and improves comprehension,” as said by Gail Stewart. She is an operational manager in the Health Care sector. “What we learned is that we have a dominant clan culture—more than I thought. A friendly working environment is imperative. A private hospital was understaffed regardless great salaries, since doctors and patients were bullying the nurses.”
The free of charge OCAI cultural assessment was done by several colleagues at the rehabilitation center. “This occured spontaneously: some people began. Next, the other staff members were informed,” Stewart describes.
It began as an remarkable debate about the answers. “We identify with our clan culture here. We have been working in self-managed teams for some time now. The teams specify their own activities and organize their work within the overall policy. So there is a lot of consulting between people. This goes extremely well with clan culture.”
“The clan culture fits me also,” Stewart explains. “I know that being part of an succesful team gives you wings. When you work harmoniously together, three people can do the work of five, so to speak.”
“But I would have supposed market culture to be my chosen culture because I enjoy to achieve results in my job. This appeared to be different after wrapping up the questionnaire. I really gained more perception in my working values. What do I really care for? When given the choice between clan culture or market culture what is important?”
More esteem less pay
Gail Stewart tells an anecdote that expresses how important organizational culture is for workforce and patients. “Last year I went to South Africa. It’s entirely different from our situation. I was a bit shocked by the enormous poverty, insecurity, and shortage of nursing personnel.
I went to see both a private hospital and a state hospital. You would imagine the private hospital to be well staffed because they pay better salaries. It seemed to look nice and patients were pampered. And here’s the thing: it was just not true! The hospital lacked a satisfactory working climate. Doctors acted like a king, and patients were bossing nurses around. I pay for it and therefore want to be treated well is what they were reasoning.
In contrast at the state hospital, doctors and nurses were combining forces as a team driven by the same idealism. They had a good time even though they got less salary.
Working together pointing out concern for people: that is what clan culture stands for. This is the reason why people might feel less negative about a small salary and work pressure in contrast to a market culture. Staff members feel valued because of clan culture. They feel they make a worthwhile contribution and are taken seriously.”