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The U.S. Navy Seals and Their Organizational Culture

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Organizations can benefit from the culture they are surrounded by. Many organizations will change and mold to form the culture that is suitable for their liking. “An organization’s culture is built over time as members develop beliefs, values, practices, and artifacts that seem to work and are transmitted to new recruits” (Bolman & Deal, 2008, pp. 277-278). But culture is not always beneficial to an organizations; it can easily hinder an organizations overall effectiveness.

What else can hurt an organization is that culture is ever changing.

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As job markets change, employees and managers change, and as the world inside and out of the organization changes, an organizations culture will mold to follow. An organization that is very rich in culture and has molded to create a culture based on many different problems they have faced is the United States Navy SEALs. ” The U. S. Navy SEALs were established by President John F. Kennedy in 1962 as a small, elite maritime military force to conduct Unconventional Warfare.

They carry out the types of clandestine, small-unit, high-impact missions that large forces with high-profile platforms (such as ships, tanks, jets and submarines) cannot. SEALs also conduct essential on-the-ground Special Reconnaissance of critical targets for imminent strikes by larger conventional forces” (Report, 2013). They have been in operations from the most top secret to the most mundane and their organizational culture has been changing since their beginning. The culture of the Navy SEALs is based around the SEALs themselves. Only certain types of people are cut-out to endure the lifestyle.

Physical toughness and endurance is obviously a must when it comes to being a Navy SEAL, however most people do not realize that mental determination is a large factor in a SEALs repertoire. A Navy SEAL must have the heart and willpower, and a no-quit attitude otherwise he will fail. It is a tight-knit brotherhood between the men of the SEAL teams which is why most of the members will spend large amounts of time with fellow SEALs and less with their actual families. Being a SEAL is extremely hard on spouses and children, which is why there is a high percentage rate of divorce.

Most men will have a type A personality, meaning they tend to be very competitive and self-critical. They rely on each other with their lives and they form strong bonds that withstand years inside and outside of their military service. What most civilians do not know about the Navy SEALs is that they are very smart. They have to score at high levels on their aptitude tests to be able to even be considered for training. A SEAL will usually tend to be a person who loves an adrenaline rush and is extremely devoted to working out and being in shape.

However, just recently the Navy SEAL culture has been portrayed in movies and the media quite rampantly of recent. A highly popular film titled “Act of Valor” was about the Navy SEALS and the challenges they face in war and at home. Later on in the same year, the Navy Seals killed the United States’ most wanted man, Usama Bin Laden, in a raid in Abbottabad, Pakistan. This sparked media frenzy and gave out information of the Navy SEALs that should not have been revealed. The killing of Usama Bin Laden also paved the way for another large motion picture that was titled “Zero Dark Thirty.

” The recent attention given to the SEALs helped and hurt their organization. It provided a way to show how specialized the SEALs can be but it also gave out information that many people did not need to know about. After the Usama Bin Laden raid, many Navy SEALs came out with literature re-counting the moments leading up to the raid and following it. This has really hurt the culture of the organizations. The Navy SEALs have a nickname that calls them “the quiet professionals” because they do their job at such a high level and they do not boast about it.

After these books and articles were written, the idea of being a quiet professional quickly changed. Some SEALs have been ostracized from the “brotherhood” because of this reason. This problem changed the Navy SEAL culture quite significantly. This hurt morale and changed the way team members viewed fellow team members. A tight knit group of men turned into a number of people with different outlooks on how to handle the situation. When life is dependent on the person standing next to you, and you are not able to trust his ideals, things are most likely going to go wrong.

The culture inside and out of an organizations is critically important to how that organization will function. If the organization is not able to successfully adapt to the culture around them then the culture might mold and shape that organizations into something it does not want to be. This can be a problem when the organization is always changing. Just as the Navy SEALs organizational culture had changed from something like the killing of the United States most wanted man, something most people think would help

the organization, anything that may seem good for the organization could actually hurt the organizational culture. New technology, new problems, new management, and new procedures or protocols are just a small part of the many ways an organizations can change its culture very quickly. References Bolman, L. G. , & Deal, T. E. (2008). Reframing Organizations: Artistry, Choice, and Leadership. San Francisco: Jossey-Bass. Report, T. S. (2013). Nazy SEAL History. Retrieved April 20, 2013, from NazySEALS. com: http://navyseals. com/nsw/navy-seal-history/

Cite this The U.S. Navy Seals and Their Organizational Culture

The U.S. Navy Seals and Their Organizational Culture. (2016, Aug 27). Retrieved from https://graduateway.com/the-u-s-navy-seals-and-their-organizational-culture/

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