The Characteristics of The School of Sharks - Deepstash
The Characteristics of The School of Sharks

The Characteristics of The School of Sharks

This is the kind of work dynamic that values relationships more than their well-being.

  • Business results matter the most for them
  • Relationships are transactional. They only value relationships based on their utility: for acquiring money, success, or prestige.
  • Many of them work unmanageable hours but are expected to accept it and not complain
  • " Winners win and anyone who falters is lunch"

This kind of workplace may get your the business results you need but the cost is their ever so often burnout and where people aren't loyal.

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MORE IDEAS FROM 4 Types of Workplace Culture: Which One is Most Like Your Team? - Mindful

The Dynamics of Workplace Culture

The dynamics of one's workplace is determines how the company values their people's well-being and how they forge strong relationships. Where a workplace is influence by these two, represents them to a degree of their interplay.

Though the company puts emphasis on qualities such as excellence, innovation, or industry leadership, it wouldn't be there if it weren't for the people who showed results from having good relationships and a healthy well-being.

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The Lone Leopard culture is where they value individual well-being yet human relationships are not so important.

  • They often have a rugged sense of individualism
  • Low organizationaly resiliency
  • Low understanding of contrasting work styles
  • Struggle to create win-win solutinos

Although there might be individuals who like to work alone, businesses won't thrive in that culture. Innovation and risk taking is a team's work. Plus, being able to get that feeling of nurtured teamwork and goodwill for others is an experience they will likely miss.

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Here are some questions to ask yourself to figure out which team are you a part of:

  • Who do you want to be and who are the people surrounding you?
  • Do the people you work with share the same values as you?

Decide which best scenario best describes your team and write down the reasons for your decision. It's important to think about these things because in order for an organization to grow and produce fruitful results, people have to have strong relationships with each other that doesn't make them want to jump ship.

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The Characteristics of The Doom Loop

The relationship dynamic of the Doom Loop is where neither relationships nor well-being matter.

  • Taking chances on whether they're high-performers or not at all
  • Most business results score below average
  • Those a part of this team are often cynical and low performers

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The ideal workplace culture is where there are strong relationships and nurtered individual well-being. This is the kind of workplace dynamic where individuals can benefit because they're looking our for themselves but each other asl well.

  • Diverse types work together without forcing conformity
  • People give respect and receive respect at all levels
  • High chances for organizational resilience growth
  • Material, emotional, intellectual, and social needs are in balance

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RELATED IDEA

Cognitive culture vs emotional culture
  • When people talk about corporate culture, they’re typically referring to cognitive culture: the shared intellectual values, norms, artifacts, and assumptions that serve as a guide for the group to thrive.
  • The other critical part is what we call the group’s emotional culture: the shared affective values, norms, artifacts, and assumptions that govern which emotions people have and express at work and which ones they are better off suppressing.

Cognitive culture is often conveyed verbally, whereas emotional culture tends to be conveyed through nonverbal cues.

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Building Trust While Starting A New Job

A new joinee has to showcase the skills he possesses and at the same time, build the foundation of a good relationship with the new coworkers.

Establishing trust is important to ensure success in one’s new job role.

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Culture Hierarchy of Needs
  1. Tools for the job
  2. Organizational clarity
  3. Psychological Safety
  4. Connection
  5. Personal Fulfilment

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