Journal Article Paper: Caring Organizational Cultures

Subject: Business
Type: Informative Essay
Pages: 4
Word count: 942
Topics: Business Ethics, Organizational Behavior


There is a correlation between the organization’s culture and the personnel who are in charge or founders of these organizations. While human systems are said to be monolithic, organization systems may be complex and extensive. However, an organization’s culture, particularly during its early years, is inevitably tied to the personality, background, and values of its founder or founders, as well as their vision for the future of the organization (Beer, 1980; Fuqua & Kurpius, 1993; Fuqua & Newman, in press; Kilburg, 1995). Therefore, this similarity in the personality may never seize to exist between the organization and the founder. In other words, the founder may try to adopt the organization system to be more like their own however complex organization structure may be. The social learning and the system have a significant contribution to the developing and maintaining of organization culture. 


In the attempt to develop some popular organization culture, consultant psychology has mainly been involved. It has played a vital role in the integration of psychodynamic and systems theory, suggested that “Psychodynamic theory provides beneficial information about the human side of organizational behavior” (p. 32). Atella (1999). Consultant psychology tries to make sure that humans are master of the human system and fostering the organization culture to develop a caring and promoting behavior towards their employees (Kanter, 1989; Rousseau & Tijoriwala, 1999). This culture will lead to organizational behavior that is harmless, caring, lovely and stress-free to the employees and the clients of these organization. This will, in turn, lead to higher financial and revenue gains for most of the companies. 

Therefore, it is crucial for the organizations to develop sound organizational culture and a structure that will support it. with the help of the psychologist and other psychodynamics consultants, this can be achieved, and most organization will develop a good culture like that of the Well Fargo. The culture does not necessarily need to be the same, but they should all aim towards the well-being of the people around and caring organization behaviors. This will require a well-developed strategy (Deci, Connell, & Ryan, 1989). Cultures like that demonstrated by the case of Goldman Sachs and their employee Mefit “Mike” Mecevic need to be abolished. 

Hence, there some essential elements that can be identified in every caring organization. A caring organization has a structure makes all the employees feel wanted, respected and cared for in the place of work. Thus, a caring organization has all employees trained to care about their coworkers. building and maintaining caring organizations are relatively straightforward with the assistance of the professionals in the psychodynamics fields.

Some of the critical element that defines a caring organization include; gratitude, which is the acts of being thankful. (Rhatigan, 1996). Fortunately, this can be introduced into the organization by the consultants. Forgiveness and encouragement are two other necessary elements of a caring organization. The employees need to have a healthy social system and relationship with one another. Forgiveness when offended and encouragement on the verge of failure. Sensitivity, compassion, community, charity tolerance and inclusion are another element that a caring system will exhibit. 

All these elements are designed to let the employee enjoy their working environment but being productive at the same time. These are just a few elements to mention; companies who have made it their first priority to care for their employees have a long list of elements they consider. Such companies include; Google, Microsoft, Tweeter, and Genentech. The organization can attain these aspects with the help of consultants and psychologist who have excelled in this field. Caring organizational environments are essential and should be natured (Wampold, 2001). 

Different models can be used in the development of a caring organization environment. It is the duty of the companies’ executives and the consultants to determine the type of model that needs to be applied in their organization. All the same, a healthy organization should not leave behind its productivity, profitability, and competitiveness. The caring environment provided by the introduced element should aim at making the organization better for the employees and the clients. 


The historical management model and traditional capitalistic model have led to disappointment in the past. Most of the productive organizations have been able to develop and integrate models conceptual models that are effective, efficient and realistic. Consultants have a duty and responsibility to assist in the development of these models. Their role is to make sure that the model and the system developed will take care of all parties in the organization. They need to make sure that the goal and objectives of the company will be met in terms of developing a caring organization and reaming afloat in the market. The consultants may also coach the executives, create and maintain team levels that are productive. 

Finally, it is critical for the organizations needs to move with time. We are in an age where a lot of technological innovations and scientific breakthroughs are made. However, even with the advanced technology, the organizations need their employees to have peace of mind to operate and work with the technology. Therefore, it is high time for the organizations to develop a caring culture just like Wells Fargo.

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  1. Adkins, J. A. (1999). Promoting organizational health: The evolving practice of occupational health psychology. Professional Psychology: Research and Practice, 30, 129–137.
  2. Fuqua, D. R., & Newman, J. L. (2002). Creating caring organizations. Consulting Psychology Journal: Practice and Research, 54(2), 131 – 140.
  3. Kilburg, R. R. (1995). Integrating psychodynamic and systems theories in organization development practice. Consulting Psychology Journal: Practice and Research, 47, 28–55.
  4. Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Upper Saddle River, NJ: Pearson.
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