VIII. Interview. (Q&A)

Interview. (Q&A)

Question 1: As a middle manager, I don’t feel I have much impact on organizational culture. Why is it important for me to know about organizational culture?

Answer 1: An organization with a strong culture is in a better position to successfully go through the type of change that your organization is experiencing. For an organizational culture to be strong, there must be a match between the stated values of the organization and the actual values that are exhibited by organizational members. Middle managers are instrumental in communicating organizational values. Therefore, you have a most critical role in ensuring the strength of culture your organization’s culture. The better you understand the organization’s values and culture, the better the potential match between the values of the organization and your actions.

Question 2: You addressed the importance of sharing power with team members. I am concerned that sharing power may not work because of your organization’s hierarchical culture. How can sharing power work in a hierarchical culture?

Answer 2: Your question raises a very important issue about leadership and management. It is certainly true and very important to take into account the cultural perspective of the organization or country in which project/programme purpose is conducted. Dealing with employees in Italy may be very different from doing so in the United States, Japan, Belgium, Russia, or any other country. You will need to consider the challenges you might face by moving away from a more authority-based model. However, if you resist sharing power simply because it has never been done before, you may be underestimating your ability to manage differently and your team members’ ability to take on more responsibility. It might be best to talk with team members to see how they would best like to deal with the decision-making processes and power sharing issues that have been raised in this discussion. Worker participation is an important way to generate better ideas and obtain strong commitment to a project or program. And you may be pleasantly surprised at how much your employees have to offer.

Question 3: How do I show supportiveness to my employees?

Answer 3: There are several ways you can do that. Try to be nonjudgmental of your employees. Don’t be authoritarian or dogmatic, but rather allow your employees to participate in decisions that affect them, their work, and the organization as a whole. Avoid hidden agendas; be open and honest as you share. Finally, try to maintain a relationship based on respect, rather than maintaining an attitude of superiority. Clearly, it is your job to make decisions, manager, and lead. However, when you treat your team members as capable problem-solvers, you can enhance collaboration and minimize unnecessary distance between you and your team.