OCS Cultural Analysis

Christian Danner

3/6/2023
Introduction:

This is cultural analysis report of MRI Software. The following report contains relevant
examples of symbolic elements, anecdotes, functions and recommendations regarding
workplace culture.

Cultural Analysis

1. Symbolic Elements
a. Rites and Rituals
i. Defined as “repeated activities that are rendered particularly
meaningful to members of a culture.” (Mumby & Kuhn, p. 137)
ii. These can serve to further integrate members into a culture.
iii. An example for our organization would be our yearly office party.
b. Facts
i. Defined as “body of social knowledge, shared by members, that
enables those members to navigate the culture.” (Mumby & Kuhn,
p. 133)
ii. These show what is significant and meaningful to an organization
and its members.
iii. An example for our organization is that “MRI will help you to get
where you want to go in your career.”
c. Vocabulary
i. Defined as “argon, which describes important aspects of the
culture.” (Mumby & Kuhn, p. 134)
ii. Serves as a marker to identify membership of the culture.
iii. An example for our organization would be our use of the term
“Pride”. We consider ourselves to be part of the pride, and many
our internal documents describe us as such.
2. Anecdotal Evidence
a. One of our training coordinators stated that she heard a story in which a
sales manager advocated for a higher pay for their employees. Before the
advocacy, they were making $45,000 + commission. After, they were
making $60,000 + commission. The training coordinator was upset by
this. She stated that no one in her department would do the same for
them. She went on to say that our sales team gets whatever they want.
The money is obviously there, but its not being dishes out fairly.
b. This story goes to show that although for some our culture serves their
needs, for many others it does not. It speaks to the idea that that there is a
 hierarchy in place, and it’s not beneficial for everyone. It leaves
employees feeling as if no one truly cares about them.
3. Functions
a. Generating employee commitment to the organization
i. It is believed that having a strong identity can increase employee
commitment to an organization, thus creating a stronger culture.
ii. An example for our organization would be using raises and
bonuses at the end of the year a way to keep people with the
company. This can also be said about the PTO that we receive.
b. Creating a shared identity among organization members.
i. “By developing a strong culture, members are more likely to share
a single vision of the organization and its overall beliefs and
values.”
ii. An example for our organization would be calling ever employee a
member of the Pride. No matter where you are at in the company
you are a member of the pride.
4. Recommendations
a. My first recommendation is to institute actionable policies that back the
culture you’re trying to establish. Most people respond to money. Put
money in the hands of those that need it. Based on the anecdote, people
already feel like second-class citizens. Rewarding those people properly
could mitigate this issue. “Culture is defined as a tool that provides
managers with a way to shape the organizational reality that employees
experience.” (Mumby & Kuhn, p. 125) the management has the tools to
change this. It’s up to them to make the changes so the culture reflects it.
b. My second recommendation would be to provide more team building
exercises. Many employees do not believe they are truly members. To
them this is just a job. More team building exercises will increase feeling
of belonging and reduce the turnaround rate.

Conclusion:

This report contained relevant examples of symbolic elements, anecdotes, functions and
recommendations regarding workplace culture. The actions of the company need to adjust
to the promises made by the culture. Until then we will have employees that feel
undervalued and underpaid.