“Removing self-interest and personal glory from your motivation on the job is the single most important thing you can do to inspire trust. When you focus first on the success of your organization and your team, it comes through clearly. You ask more questions, listen more carefully, and actively value others’ needs and contributions. The result is more thoughtful, balanced decisions.” Carol A. Walker “New Managers Need a Philosophy About How They’ll Lead”
Edgar Schein, Organizational Culture and Leadership:
Culture is to a group what personality or character is to an individual. Just as our personality and character guide and constrain our behavior, so does culture guide and constrain the behavior of members of a group through the shared norms that are held in that group.
The study of organizations as social contexts concerns itself with fragments of organizational life, not with its totality or essential reality, nor with a representative sample of it. These fragments change in the course of the knowledge-gathering process. Organizational phenomena are in constant flux: just like Heraclitus’ river, which cannot be stepped in twice because the water constantly flows and is never the same, so the same organization cannot be ‘known’ twice. This is an epstemological position. To adopt it entails not only awareness of the limited nature of one’s knowledge of organizations but also recognition that it is neither corret nor oportune to compare heterogeneous fragments, except for elements so well cirsumstantiated that they yield some sort of generic information about organizational life.
Strati, Antonio. “Preface.” Theory and Method in Organization Studies Paradigms and Choices. London: SAGE, 2000. Xi. Print.