Honors College Thesis
 

An investigation of cultural cohesion and value divergence in a community bank

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  • Interest in organizational culture has grown enormously over the last twenty years and much effort has gone into investigating the relationship between organizational culture and performance. Because most research to date has focused on large organizations, we chose to investigate the culture in a community bank undergoing a cultural transformation. We introduce the idea of 'cultural cohesion,' a concept related to 'strength,' but different in its focus on identifying specific cultural characteristics on which there is high or low cohesion. We also introduce a methodology for evaluating cultural value divergence. Through a survey instrument, we collected demographic information, employees' cultural values, perceptions of their mangers' values and self-assessments of individual performance. No support was found for using cohesion as a predictor of individual performance, but many discoveries were made in terms of cultural values and cultural divergence. The organization most valued Integrity, Willingness and Teamwork. Employees are surprisingly accurate at perceiving what their managers value, but this does not mean they necessarily internalize those values. Supervisors tend to value Empowerment, but subordinates prefer Teamwork. Employees who came from other community banks had the lowest cultural divergence (highest level of cohesion). These findings have not been tested for statistical significance.
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