An article by Ophillia Ledimo entitled, Managing Organizational Culture Through an Assessment of Employees’ Current and Preferred Culture, was examined for the quantitative portion of this research paper (2013). Quantitative research presents relationships among data collected (Plano Clark & Creswell, 2010). This article reflects this definition of quantitative research. Ledimo (2013) presents the problem that exists as a gap in literature that although employee perceptions of organizational culture exist, employee’s preferred culture are often missed in research. The article attempts to address the question of what differences exist between current and preferred culture from a sample of employees in a manufacturing firm (Ledimo, 2013). This article can be applied to the construction industry as well.
In the construction industry typically there are issues with cultures and how employees are
treated within the organization. Cornella Brothers Inc. is no stranger to this phenomenon. A manager would often yell and scream at employees in attempts to motivate or push employees to perform work faster. The reality was that this type of culture and environment does not motivate employees; it in fact, does just the opposite. The employees were less likely to work hard for this particular type of manager because they did not feel appreciated or valued. The following chart reflects a study analyzing preferred cultures. It reflects how employees desire an organizational culture to look or what kind of culture that is most effective from the employee’s perspective.
Participant's Desired Culture
Preferred Culture Least Dominant Dominant Most Dominant
Achievement 26.14% 28.30% 45.56%
Power 58.49% 16.72% 24.79%
Role 26.68% 32.88% 40.43%
Support 6.46% 21.04% 72.50%
It is evident from this table that there are some variances in opinion, but there are also similarities where the majority of employees agree and disagree on what they believe the organizational culture should be. The author surveyed over 350 employees in manufacturing firms on their current and preferred cultures (Ledimo, 2013). This large sample adequately meets the qualifications for a quantitative report. Most who participated in this study believe that a support culture is the most desired culture for an organization (Ledimo, 2013). In a support culture, there is mutual trust that the employees must have of the organization and the organization must have the same trust in the employees (Ledimo, 2013). Based on this trust factor it would be safe to say that Cornella Brothers does not adopt the support culture.
The least desired culture was the power culture. In this culture all the power of an organization is linked to one defined source (Ledimo, 2013). The resources in an organization like this are not dispersed evenly, but rather controlled by one source (Ledimo, 2013). This would be the culture that is common among most construction...