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Most people, after reading the title of this post, may say “well…of course they do.” However, given the fact that so many American workers are unsatisfied with their work, it’s a wonder why so many organizational decision-makers focus on either monetary or punishment tactics to motivate their workforce. All the while, these same decision-makers fail to consider the impact of their organization’s culture on employee productivity.

First, let me start off by saying the following very important thing: (a) organizational culture is entirely communicative and (b) organizational culture is regularly changing (there are multiple sources to support those two assertions). Therefore, with those two things in mind, the culture of an organization can be changed with the implementation of proper communicative elements among the members of the organization. In this sense, one way to improve an organization is to improve the way that social support is communicated (see my dissertation for a very long and boring explanation on this topic).

I was excited when I saw the a post at UPI.com, which reported the findings of a research study on this very topic. Here is the article in its entirety (note that this is a direct quote):

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