Organizational culture is defined as “actions, ways of thinking, practices, stories and artifacts that characterize a particular organization.” (127) These parts all play a part in an organization’s symbolic environment which can determine a lot about a company. While working at SuperCDA, the main cultural elements that play a part in our company at metaphors, stories, artifacts and performances.
First, metaphors are used to encourage bonding within the company. Metaphors, according to our text, are “figures of speech that define an unfamiliar experience in terms of another more familiar one.” (128) At SuperCDA, we are all considered a “family”. One employed there, you are a part of the “family” and are considered a bonding unit. My colleagues and I have even gone as far as assigning family roles to certain individuals. For example, my male counterpart, Jordan, is often referred to as “Dad” as I am referred to as “Mom”. “Mama V”, as they do endearingly address me, is a role I take on when people need to be nurtured. With this role sometimes comes very female oriented tasks (like if a special project needs creativity or visual content), I am on the in charge. If something needs a very male, “dad” like opinion (like moving heavy boxes), Jordan is in charge. Our boss, “Grandpa D”, is like the grandfather who is wise and oversees all tasks. Though this is playful, it absolutely conveys the “family like” metaphor that our text was trying to grasp.
Next, stories play a huge role in our everyday at SuperCDA. Generational stories are often told during meals when we all sit together of past employees, tragically funny campers and awkward situations. These stories convey who and what is valued in our work culture, as well as what is not valued in our work culture. These stories are referred to time and time again when giving example of how to act, or deal with a problem versus how not to respond when in a bad situation. Stories become timeless and shape the organization’s values and those who work in it.
Artifacts also play a part in working at SuperCDA. Artifacts are tangible or physical features of an organization (129). The most obvious artifact is our costuming. At SuperCDA, we are required to wear matching clothing everyday of the week. This work attire includes khaki shorts and the matching SuperCDA tee shirt. Girls are to wear their hair half up and half down while the guys are to be clean shaven. Also, tennis shoes (or cheerleading shoes) are a must since you are interacting with cheerleaders by giving hand on instruction everyday. Aside from all looking uniform to be professional, it is also essential so the campers can distinguish staff from non staff members. This way, if there is any questions on material we present, they can find a SuperCDA staff member quickly to follow through with their concern.
Finally, the art of performance is done everyday at SuperCDA. In fact, we are primarily a performance company. Performance centers on rituals, passion, sociality (or organizational etiquette), politics socialization of new members, and identity (Pacanowsky & O’Donnell-Trujillo, 1983). Cheerleading is a performance based activity. As staff members, the way we make money is by selling our choreography and instruction to teams who enjoy how we physically perform. We like to perform fun, interactive routines that pumped up our campers to be excited to learn and work hard. This performance work ethic sells clients to want to attend our camps and training sessions.
All in all, cultural elements are essential to an organization’s success. Especially in a company like SuperCDA, having concepts like metaphors, stories, artifacts, and performance sells the company and improves employee happiness. These small features build SuperCDA’s values and help expand the companies proud image of being one of the best private cheerleading organizations in the nation.
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