When it comes to organizational culture within Lockheed Martin, the company for which I work, there is a lot to be desired. Organizational Culture can be defined as the characteristic traditions, norms, and values that employees share (dessler). I think Lockheed is now recognizing their errors and is presently making significant efforts to enhance their organizational structure. This is impacting not only my work but also the company's performance. Once they have put their new procedures into practice, then I believe they will start to observe the improvement in the company they are seeking.
Lockheed Martin is currently facing the consequences of an outdated mindset that has persisted since the 70s. According to Gary Dessler's Management Leading People and Organizations in the 21st Century, they have been adhering to an Unadaptive Corporate Culture. However, due to their current desperate situation,
...Lockheed Martin is now taking significant actions to improve their culture. They are currently in a transitional state between the Adaptive and Unadaptive Corporate Cultures. Currently, they are doing everything possible to foster a more compassionate atmosphere. It is unfortunate that these changes were not implemented earlier, resulting in a lengthy and prolonged process.
Lockheed's attempts to make changes may have come too late, leading to inadequate progress. The alterations made by the company thus far do not seem advantageous. Currently, employee morale is at a low point, potentially because of recent layoffs, failures in flight tests, and delays in the schedule. Fears about job security are causing individuals to lose concentration on their work. The uncertain modifications are causing anxiety and eroding trust. It appears that Lockheed is ignoring the well-being of their employees and failing
to promote significant transformations, both of which are essential principles for fostering an adaptive culture.
Lockheed has announced its intention to restructure upper management and cut a substantial number of positions, including those in middle management. However, it seems that these changes have not been put into effect yet. While many companies are downsizing, Lockheed's management and leadership roles have only undergone minor adjustments. Rather than laying off employees, Lockheed appears to be relocating leaders to different divisions. Regrettably, these modifications are occurring at a slow pace that goes unnoticed.
Due to the uncertainty within the company, my work has been negatively affected recently. Although I try to remain unaffected, sometimes it is unavoidable. It becomes difficult to perform at a high level when I don't receive the recognition I believe I deserve. Despite enjoying giving my all, not being appreciated for my efforts tends to demotivate me.
Once Lockheed Martin finishes implementing all the necessary modifications, they will regain their former dominant position in the business. By fostering a more adaptable culture, which I believe Lockheed is striving for, they will witness a notable enhancement in the company's performance. Furthermore, once they prioritize the satisfaction of both their customers and employees, a more productive atmosphere will be evident.
Works Cited
The book "Management Leading People and Organizations in the 21st Century" was authored by Gary Dessler. It was published by Prentice Hall in Upper Saddle River, NJ in the year 1998.
