Is cynicism an efficient way of persisting a corporate culture? Or does cynicism maintain a company's power by subjecting oneself to the system? What about cultural aspects?
Cultures, as well as organization members, can be classified as cynical. They operate only "for the bottom line", they scoff at change efforts and management fads, they tolerate shoddy products and services (Mirvis and Kanter, 1989, p. 382). In their latter study (Mirvis and Kanter (1991, p. 61), they describe cynical companies as those that "embody expedient, self-serving values, that support managers who engage in deceptive and exploitative practices, and that communicate in a one-sided, hyped-up, and disingenuous fashion to their employees." (https://managementhelp.org/personalwellness/cynicism/index.htm)
If change programmes regarding coporate cultures are not meant seriously in the eyes of employees, cynicism could be one outcome. Sometimes it is better, to leave the corporate culture as it is. Also: Too many change programmes in a short time frame can lead to cynicism, too. But: if you cannot convince cynical employees, offer them to leave ... Hope this helps. Jens
Наличие цинизма у сотрудников по отношению к корпоративной культуре свидетельствует о том, что они не разделяют ценности этой компании, слабо мотированы или не полностью реализовывают свои способности или просто не компетенты в профессиональной деятельности!
I assume that the relevant term is Cynicism. This is an attitude towards people believing that individuals are expected to act selfishly. A cynic believes that an organization is a formal group of people and these people always behave in a selfish way. This is about that people are motivated by their self interest, not selfless or altruistic interest. This can be considered as a major barrier for creating and maintaining an ethical culture within an organization and even a greening (natural environment- friendly) culture.
I think cynicism stems from corporate hypocrisy when the impression management is an organizational policy that shifts the harmony between communication and action. In many cases, espoused values of top management in corporate culture differ significantly from enacted values, leading to cynical attitudes among employees.
Various processes, such as downsizing, the management of the planned change, as mentioned, the colleague above, mergers, etc. are not carried out in an ethical context, which is also a condition for the appearance and manifestation of cynicism.
Possible prevention is maintaining trust, transperancy, seeking person - organization fit , implementing a socially responsible policy towards all stakeholder groups.
In my experience, the biggest generator of workforce cynicism comes from leaders that expect certain behaviors from the workforce that they can't or aren't willing to demonstrate themselves. Or, a leadership that is so inept that they actually get in the way of productivity. Another prolific generator of cynicism among a workforce is when certain levels of productivity are requested/expected, though the workforce does not have the skills, tools or time to achieve them. Finally, when the human heart risks to offer an idea, and the manager says "We don't pay you to think, just to work!" Or something of that nature. Hard to believe as it seems, I've heard that story many times over the years.