Re: Fear and organizational culture

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#13539

From: sandra m winn
Date: Tue, 07 Jun 1994 11:39

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----------------------------Original message----------------------------


On Mon, 6 Jun 1994, Dale R. Worley wrote:

> ----------------------------Original message----------------------------
> In article <Pine.3.89.9406041537.A22989-0100000@helium.Gas.UUG.Arizona.EDU> sa
nd
>  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
>

I think you make a good point that is fundamental to today's workforce's
when there's a LACK of trust -- because there IS no history.

Sandy
swinn@gas.uug.arizona.edu

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From: sandra m winn <swinn@gas.uug.arizona.edu>
Subject: Re: Fear and organizational culture
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