Re: Fear and organizational culture

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#13535

From: Dale R. Worley
Date: Mon, 06 Jun 1994 22:15

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----------------------------Original message----------------------------
In article <Pine.3.89.9406041537.A22989-0100000@helium.Gas.UUG.Arizona.EDU> sand
 ra m winn <swinn@gas.uug.arizona.edu> writes:
   And the converse is true.  If the "lower echelon" have a good perspective
   of the management and a sense of trust has built up through the years,
   eg, having a good sense of the historical actions of the institution that
   "integrity" is at the top of the list in operating procedures, there will
   be a far greater chance of enthusiasm and voluntary participation in the
   new program.

   What ever the desired result is, a good sense of "history" will benefit
   both sides.

How does this apply in situations where all employment is relatively
short term (e.g., two to five years), and there is no rational
expectation that the employer will exist in two years?

That's really what we're dealing with here.

Dale

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From: "Dale R. Worley" <drw@severi.mit.edu>
Organization: National Institute for Lameness, Cambridge, MA, USA
Subject: Re: Fear and organizational culture
In-Reply-To: sandra m winn's message of Sun, 5 Jun 1994 09:40:25 EDT

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