Uncovering the Hidden Depth: Exploring the Iceberg Culture of Organizations

Uncovering the Hidden Depth: Exploring the Iceberg Culture of Organizations

As an outsider looking in, one may only see the tip of the iceberg when it comes to understanding the culture of an organization. What lies beneath the surface can be a complex and fascinating mix of values, beliefs, and unconscious assumptions that shape how people behave and interact with each other.

The Visible Culture

The visible culture of an organization is what is readily apparent to outsiders and newcomers. This includes things like the type of dress code that is adhered to, the company’s mission statement, and the way that employees interact with customers.

However, this visible culture is just the tip of the iceberg. There is much more that lies beneath the surface.

The Invisible Culture

The invisible culture of an organization is what lies beneath the surface. This includes the unspoken assumptions and beliefs that guide behavior within the organization. These are often deeply ingrained and may not be consciously recognized by those who hold them.

One example of the invisible culture of an organization is the way in which employees communicate with one another. In some organizations, communication is very formal and hierarchical, while in others, it is more informal and collaborative. These differences in communication style reflect deeper underlying assumptions about power and authority within the organization.

Another example of the invisible culture of an organization is the way in which decisions are made. In some organizations, decisions are made in a very top-down manner, with little input from employees. In other organizations, decision-making is more decentralized, with input from a variety of stakeholders. These differences reflect deeper underlying assumptions about the value of employee input and the role of authority in decision-making.

The Importance of Understanding Hidden Culture

Understanding the hidden culture of an organization is essential for organizations to be successful. Without a clear understanding of these underlying assumptions and beliefs, it can be difficult to create effective strategies and policies that take into account the needs and desires of employees.

For example, if an organization is trying to create a more collaborative work environment, but the underlying assumptions about power and authority are very hierarchical, it may be difficult to create the desired change. Similarly, if an organization is trying to create a more innovative culture, but the underlying assumptions about risk and failure are very conservative, it may be difficult to create the desired change.

Examples of Hidden Culture

There are many examples of hidden culture within organizations. One well-known example is the culture at Google. Google’s visible culture is well-known for its casual dress code and on-site amenities like gym facilities and free food. However, the hidden culture of Google is even more interesting.

At Google, there is a deeply ingrained culture of innovation and risk-taking. This culture is reflected in the company’s famous “20% time” policy, which allows employees to spend 20% of their time working on projects that are outside of their job description. This policy has led to a number of successful new initiatives, including Google Maps and Gmail.

Another example of hidden culture can be found at Zappos, the online shoe retailer. Zappos’ visible culture is built around customer service, with employees being encouraged to go above and beyond to help customers. However, the hidden culture of Zappos is even more interesting.

At Zappos, there is a deep sense of community and collaboration. The company has a strong commitment to employee development, with training programs focused on leadership and personal growth. This commitment to employee development has led to a very low turnover rate, with many employees staying at the company for years.

Conclusion

In conclusion, understanding the hidden culture of an organization is essential for creating a successful business. By understanding the underlying assumptions and beliefs that guide employee behavior, organizations can create effective strategies and policies that take into account the needs and desires of employees. With a deeper understanding of hidden culture, organizations can create a workplace that is more collaborative, innovative, and successful.

Speech tips:

Please note that any statements involving politics will not be approved.