The Downsides of Organizational Subcultures; Exploring the Pitfalls

The Downsides of Organizational Subcultures; Exploring the Pitfalls

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Sages are divine springs; no matter how many draw from them, they never run empty. This famous quote instantly blinked into my mind while attending the sessions during HRTECH Summit Asia 2024. The discussions by industry HR legends, especially Mr. Shahrukh Masood, proved to be food for thought for the current article.

?? Being the researcher of the social sciences, the author is always been keen to learn about organizational cultures & their pros and cons for organizational performance. The focus on subcultures during the a.m. summit was indeed a new area to be explored. The author explored the contemporary literature regarding subcultures within an organization. How these are developed. What are the pros and cons if they remain unaddressed for a longer period of time?

?? Organizational culture can be defined as the collective personality of an organization, encompassing its shared values, beliefs, norms, customs, and rituals, which shape the behaviors, attitudes, and interactions of its members, and ultimately influence its performance, adaptability, and identity within its broader environment.

?? Organizational subculture forms when people of common situations, identities, or job functions gather around their own interpretations of the dominant company culture. Organizational subcultures, the smaller cultural groups within larger organizations, play a significant role in shaping workplace dynamics and employee behavior.

? Now million-dollar question arises in mind how the subcultures evolve. The sub culture is evolves due to management’s tolerance for deviation from org. culture either due to no feedback system or high performing managers assert pressure to give them indemnity to work as per their own style.

Another challenge is how to diagnose the existence of organization subculture with in an organization? The litmus test is employee burnout and declining performance. Increased turn over, declining performance, arrogant behaviors and concealed responses (only group leader ship or some specific member is allowed to respond during meetings) indicate the prevalence of subculture which needs to be addressed immediately to ensure cultural homogeneity across the organization.

?The subcultures can offer both advantages and disadvantages, influencing various aspects of organizational functioning. This succeeding part of this essay will delve into the advantages and disadvantages of organizational subcultures, drawing upon relevant literature in the field.

?? While talking about the advantage of subcultures, One of the primary advantages is the sense of belonging and identity they provide to employees. Research by Martin (2002) suggests that strong subcultures can enhance employee morale and job satisfaction by fostering a supportive environment where individuals feel understood and valued. Additionally, subcultures can facilitate effective communication and collaboration among team members. Within subcultures, individuals often share a common language and communication style, which can streamline interpersonal interactions and enhance team work. This can lead to improved coordination and synergy among employees, ultimately boosting organizational performance (Hofstede, 1980).

On the contrary, organizational subcultures also pose several disadvantages that can impede organizational effectiveness. One notable drawback is the potential for conflict and fragmentation within the organization. Subcultures may develop conflicting values or goals that create tension and division among employees. This can lead to intergroup conflicts and hinder cooperation across different departments or teams (Barney, 1986)

?? Furthermore, organizational subcultures can reinforce stereotypes and perpetuate group thinking within the organization. Subcultures may create barriers that inhibit diversity and inclusion by favoring certain demographic groups or limiting perspectives. Research by Chatman and Eunyoung (2003) suggests that homogeneous subcultures can stifle creativity and inhibit the exchange of diverse viewpoints, ultimately stifling organizational innovation.

Organizational subcultures can pose challenges for organizational leaders in terms of managing and aligning diverse subcultures with the overarching organizational goals and values. Leaders may struggle to reconcile competing subcultures or integrate them into a cohesive organizational culture, which can undermine strategic alignment and hinder organizational performance (Johnson, 1990).

In a nutshell, organizational subcultures offer both advantages and disadvantages that influence various aspects of organizational functioning. While subcultures can promote a sense of belonging, foster innovation, and facilitate collaboration, they can also give rise to conflicts, perpetuate stereotypes, and pose challenges for organizational leadership. Therefore, it is essential to organizations to recognize the role of subcultures and proactively manage them to leverage their benefits while mitigating potential drawbacks.

For comments and suggestions regarding this article

Dr. Mehboob Ahmad

Sr. Regional Manager Martin Dow Marker.

Ph.D. MGT (Marketing), MS-Marketing, MBA-Marketing, B. Sc. (Zoology)., AKU-MERCK-ABMTC, OSHA-Certified

0300-0600749(WhatsApp only)

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