Organizational cultures are so much more than what they have declared as their mission, vision and values, typically found on their websites. This is only where a work culture begins to be created. It is also the information that most job seekers research when they want to know if a company is a good fit for them. All too often, unfortunately, this is also where they end their search.
The employees of the organization and their collective individual missions, visions and values add to the workplace culture just as much, if not more, than those statements. Most importantly, the culture is influenced and directed by, the style and beliefs of that workplace’s leadership.
You too have your mission, vision, values, styles and beliefs. What can make the difference between the heaven, or hell of accepting a position, will depend on the alchemy of the culture when combined with you. Spending time on examining the potential match beforehand, can make all the difference.
Job acquisition is not all that often seen as a relationship that is reciprocal; instead, it more often resembles a power dynamic closer to that of a slave and master. Anyone seeking employment without a current source of income, usually just wants a paycheck. Money ends up just not being enough when you sell too much of yourself to get it. Think about eight hours a day, forty or more hours a week, not just as work, but more like prostitution.
In order to avoid becoming trapped in an organization void of reciprocation, it becomes essential to understand your own mission, vision, values and style to determine your match with those of any organization you might look at. This kind of investigation requires more than reviewing an organization’s mission, vision and value statements off their website. It also involves investigating the organization’s accomplishments, outcomes, complaints and how they go about making those accomplishments and outcomes.
You can greatly benefit in the long run from asking questions of the organization’s personnel prior to soliciting them for a position. Consider questions such as, “What is the valued style of this organization compared to my own?” “Do they seem more like an ‘A’ type personality, or do they appear to take more of a relaxed approach, and what do I prefer?” “Do they value creativity, or demand conformity, and in what way do I work best?” “Are they entrepreneurial, bureaucratic, formal, informal, extraverted or introverted and how does that compare to how I am typically comfortable?”
How much of a match is acceptable to you?