Cultural Approach to Organizations Critique

I agree with a lot of what Clifford Geertz and Michael Pacanowsky have to say about their humanistic theory of the Cultural Approach to Organizations. If we look at what Geertz and Pacanowsky say and then we compare them to our own experiences, we can see that many of the ideas are true. So, just because we can relate with this theory, what makes it justifiable? Let's take a look at five basic standards that help to classify a good humanistic theory.

Through the humanistic standard called the New Understanding of People a theory may be tested to see if it offers fresh insight into the human condition. Critics also seek to find a new understanding by analyzing their activity to help them better understand what they are dealing with. Geertz and Pacanowsky did this effectively by doing readings and conducting research as to how the public responds to culture in organizations. Through their research results, they were able to find a new understanding.

Clarification of Values the second standard of identifying a humanistic theory, brings people's values into the open. The critic is able to unmask the ideology behind the message that is being analyzed. Not only were Geertz and Pacanowsky able to use terms to identify their theory, but they were able to bring value to them by showing how these terms are defined within organizations.

Aesthetic Appeal relates the theory to a piece of art. Not only should the theory be art, but it should be about art. The way the communication theory is presented and the content of the message should capture the reader's attention. Geertz and Pacanowksy do this effectively by supplying real-life examples of their theory and places where the reader can find additional sources. This theory is presented in an interesting way by demonstrating many ways that we as humans in our culture act in organizations.

A Community of Agreement is needed to support a humanistic theory. How much support is generated from a community of like-minded scholars is a way in which this agreement can be measured. Whether the theory is considered reasonable is ultimately determined by others in that field. The two theorists of the Cultural Approach to Organizations have had a lot of support of their finding, and this can be proven by visiting the world wide web and seeing other scholars that support these theorist's ideas.

A Reform of Society is often something that proves a humanistic theory effective. Whether or not the theory promotes change is another way of saying "reform of society." If a theorist is not able to create an idea that will eventually create change, they have failed to do their job. Geert and Pacanowksy have proven their theory and I believe their has been a lot of change in organizations over the past few years, but there is still much change needed. By spreading the word of this theory, people can become aware of cultural within organizations.

Symbols and signs also establish culture in our Society. The MacDonald's arches are an example of a theory called Semiotics. Let's take a look at a page devoted to explaining the importance of this theory.

For more insight into culture in organizations follow the link to this research article.

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This page was created by: Derek Rinehart
Last updated on:11/19/99