External factors that may impact the cultures of organizations as the plague unfolds

It appears that this pandemic is not “one shot and you are dead”. Rather, it’s here for a long time, and even if a silver bullet is found and deployed in the near future (which won’t happen), the shock waves will last for a protracted period.

I have explained in this blog that organizational culture is formulated far more by external forces than by any other factor. True, leadership, idiosyncrasies and  luck all make a difference, yet external factors remain the dominant architects of organizational culture.

In this post, I want to point out a few external factors which will hugely impact organizational culture the longer that this plague lasts.

  • Jobs will become very scarce. Very scare. Like 4 leaf clovers. And that means that it becomes an employers’ world: sans work-life balance; sans perks; sans engagement; sans paid vacation; sans lunch coupons.
  • Choppy choppy is back in season; 3 jobs will become one. Three departments will become two. Six  engineers will become four. And until that happens, organizations will be war zones between people vying to be retained.
  • The roles and functions focused on gender equality and diversity will be totally marginalized and wither away. It’s a world of many people drowning and very few life jackets. If the virus continues to spread, organizations may develop filters for certain types of staff during recruitment, so as to minimize risk and possible quarantine.
  • This is the time for CFO’s, financiers, and risk-aversive folks to shine. Dreams, vision and big ideas will be relegated to the back burner.
  • With massive, rampant, extreme, widespread poverty at the gateway, companies will need to invest in security in a similar way that airlines did after 9/11. That means bogging things down with tremendous regulation and expense, which need to come from another pocket.

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