The Cultures in the Cubicles
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Our expectations around work are changing too. Many of us are looking for more meaning in our work.
Work that has a purpose and where we are clear how we contribute to that purpose. We are seeking more life integration where flexibility enables us to really live our lives and not just work until we drop. Technology now offers us the opportunity to be much more flexible in how and where we work.
Fear that we may be seen for who we really are with our imperfections revealed. Yet the emerging zeitgeist is people are looking for more real connection and more authenticity.
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Advertisers are known for spearheading trends and are now seeking much more genuine connections with their customers at a deeper level. We are all people — the mind is the language of our brains and the heart is the language of our bodies. We have learned to use our brains to perform, to measure, to assess risk. Is this good for our brain and good for business? Are we training our brains in the right way; being more present, more mindful and are we tuning into our bodies, listening to our heart, to our intuition and creativity that makes us human?
Are we truly happy at work and do we feel like we are being and giving the best of ourselves or are we stuck in a way of being that we have learnt that no longer serves us, where even though we may enjoy what we do, we end our day feeling exhausted?
Every organization, even collaborative and creative ones, also have some competitive and controlling aspects. Technology now offers us the opportunity to be much more flexible in how and where we work. The framework identified four cultural orientations and values held by those organizations:. Millennials - and to a lesser degree, Gen Xers as well - have been raised in a more collaborative, less competitive environment than past generations. Those elements put collaboration and teamwork center stage--it can literally happen anywhere--and it invites employees to be comfortable, casual, and creative, all of which contribute positively to more productivity," says Cheryl S. Create the right human environment where people feel cared for, trusted, appreciated and inspired, where you can be your true self to name a few things us human beings crave to thrive then engagement will naturally follow.
Exhaustion, not just from workload, but by wearing our masks, by fighting daily battles and by being pulled in so many directions. Very sobering figures indicating that we have a big problem to solve out there. Year on year we have to deliver even more shareholder value than previous years; generate more income and shave our costs.
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But how much more can we get out of ourselves, or our people, without us all going crazy. Figures taken from the Labour Force Survey also show that such absenteeism has increased by 25 per cent over the past year.
The Cultures in the Cubicles
Do we actually want to go to work?! My whole focus the last few years has been having conversations with organisations from front desk to the boardroom to look at how we solve this conundrum? The common view seems to boil down to one vital thing — how do we make workplaces more human? Historically, philanthropists have recognised that if we cared for our workers and showed we valued them they would be healthier and happier. Now living in the increasing age of automation and digital connectivity, the multi-screen grey cubicles have become the new looms or steel presses as we increasingly use our brains in agile ways and do much less our hands.
Not only do we need to look after our brains better and use technology developments to aid efficacy and flexibility rather than create overwhelm, we also need to realise that what makes us human beings is not just in the work that we do. I believe if we create more compassionate and more inspiring psychological, as well as physical environments where people want to come and stay, we are a long way down the road to making the workplace human.
Places where people feel really cared for, appreciated and valued for what they do.
Enough of the grey cubicle? | Thrive Global
Where they feel inspired by their fellow workers and their leaders and are trusted to do great work. Those of you who have seen Daniel Pinks research will know how autonomy, mastery and purpose plays a huge role in motivating us and that pay is largely a hygiene factor. Says Grawe, "Living Office begins with human needs but also engages with what is unique to each individual and organization; balancing common purpose with the individual activities being performed, balancing belonging and the need for autonomy.
It recognizes the duality involved in modern-day collaborative office work; it allows organizations to identify what kind of environment that is right for them, and build around that.
So how do you decide what design will best support your organization's purpose, or why? This is where the "how" comes in. That's the difference between purpose - why you do what you do, or what drives you - and culture. So a good place to start is by really understanding what kind of culture you have. Just as no two individuals are exactly the same, neither are all office cultures are the same.
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What drives or characterizes one organization may not drive another. Good design is about aligning culture with the environment that will best support it. This idea is not new. As early as , researchers developed a model of cultural attributes that effective organizations tended to share, called the Competing Values Framework. The framework identified four cultural orientations and values held by those organizations:. This is still a valid model for thinking about the kinds of cultural values that ought to drive your office design, which is why it is still in wide use among designers today.
But keep in mind that these attributes all reside on a spectrum. Every organization, even collaborative and creative ones, also have some competitive and controlling aspects. However, typically there will be some cultural values that are more deeply rooted to your purpose than others. In other words, just because you have a collaborative culture doesn't mean you don't care about market share, it simply means that your purpose is collaborative - more oriented toward purpose and belonging - rather than competitively oriented toward profit, market share or even individual status.
Understanding where you fall in the Competing Values Framework helps to identify the type of office design that best aligns with your culture. Generational effects are also playing a role in how companies are aligning their culture, values and purpose with their office designs.
The Cultures in the Cubicles [Robert A. Simpkins & Behnaz S. Paknejad] on bahana-line.com *FREE* shipping on qualifying offers. In today s global reality of ever. The Cultures in the Cubicles. The Power of Cultural Diversity in the Global Organization! By Robert A. Simpkins & Behnaz S. Pakneja.
As workplace demographics shift away from Baby Boomers toward Gen Xers to Millennials, office spaces that foster values like collaboration and creativity, rather than competition and control, are more attractive to younger workers. Millennials - and to a lesser degree, Gen Xers as well - have been raised in a more collaborative, less competitive environment than past generations.
This impacts the types of environments where they are most comfortable working. Millennials, for instance, are more tribal and collaborative in nature. They value the opportunity to work in teams, and to work in close proximity to their teammates who they feel are also friends. Workplace mobility--the idea that you have multiple places to do your work--is becoming increasingly popular in workplace design, which is why you're seeing more lounge areas, cafe seating, and breakout spaces in offices.
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Those elements put collaboration and teamwork center stage--it can literally happen anywhere--and it invites employees to be comfortable, casual, and creative, all of which contribute positively to more productivity," says Cheryl S. A third concept - creep - has also come to characterize work-life, as the line between "work" and "not work" is blurred by the ability to work remotely with mobile devices.
All of these factors play into your office design and are influenced by your culture. In a culture that emphasizes collaboration, and de-emphasizes control, office designs should support those cultural values by providing spaces that allow teams to collaborate.