Impact of social order at work!

Aren’t we humans really complex when it comes to our social structures and orders? Our society is organised in certain ways, including its institutions, systems, norms, values, and relationships among individuals and groups. It encompasses the patterns of behaviour and network of relationships. There are highly complex power dynamics that exist within a society, and they help to define the roles and expectations of individuals within that society.

While the social order is maintained through a combination of formal and informal means, including laws, customs, traditions, etc., there is even the enforcement of social norms and the ways and means to exercise social control mechanisms.

Social order can have a significant impact on corporate work culture. Social norms and values, as well as laws and regulations, can influence things such as diversity and inclusion policies, work-life balance, approaches to decision-making, communication styles, and many more things in companies.

A company’s culture may reflect the dominant values and beliefs of the larger society in which it operates, or it may strive to challenge or subvert those norms. Either way, the social context in which a company operates can have a significant impact on its work culture.

All societal factors strongly influence the way companies to recruit, manage, and motivate employees, as well as the types of benefits and incentives offered. The cultural and economic characteristics of a society can also impact the level of competition, collaboration, and innovation in the corporate sector.

Eventually, the impact of social order on corporate work culture varies depending on the specific country and industry. Corporate cultures can certainly have an impact on society, but it would be an overstatement to say that they can change social order.

Social orders are shaped by complex interplays of various factors such as political, economic, and cultural systems. Sometimes, corporations can influence these systems through their policies, actions, and values, especially when one looks at a global multicultural environment that exists today.

The role that corporations play in shaping society is dependent on a variety of factors such as their size, influence, and the laws and regulations that govern them. And therefore, generally corporations do not have the power to unilaterally change social orders. Moreover, social orders and corporate work culture also differ in many ways.

Social orders are focused on maintaining social norms and values, while corporate work culture is focused on achieving business objectives and goals. The very purpose of each of their existence is different.

While social orders are typically hierarchical, with clear lines of authority and responsibility, the corporate work culture varies in terms of hierarchy and decision-making structures. In the current times, a lot of organisations do have a very flat structure.

While social orders tend to be more formal and hierarchical in their communication styles, corporate work cultures often place a greater emphasis on open and collaborative communication. Social orders prioritise values such as tradition, loyalty, and conformity, while corporate work culture may prioritise values such as innovation, efficiency, and profitability. And each of them has its own impact. Social orders tend to reward individuals based on their status and connections, while corporate work culture rewards individuals based on their performance and contributions to the organisation.

While social orders are generally more rigid and resistant to change, while corporate work culture is more adaptable and open to change, especially in response to market demands and technological advancements.

While there exists a conflict between the social orders and the work culture of current times, there is a takeaway from each of them, and organisations do have an opportunity today to strike a balance between them to drive their employees towards higher productivity!

The views and opinions published here belong to the author and do not necessarily reflect the views and opinions of the publisher.

Praveen Nagda
Praveen Nagda is the CEO of Peregrine Public Relations, a full-service corporate communications and public relations consultancy firm delivering a pan-India reach to its clients. He also heads White Coffee, an independent events & celebrity engagement company.

Praveen has been closely associated with many national and international events related to cinema for children, art and culture. He has a well-rounded experience that cuts across all key sectors of PR & Corporate Communications.

He started his career with URJA Communications, an advertising agency specialising in technology brands, where he was instrumental in developing the PR division. Post this, he had a stint with Horizons Porter Novelli, a global public relations consultancy. Thereafter, he was heading the IT & Telecom division at Clea PR, a leading Indian public relations and communications company followed by a fairly long stint with Omnicom Group agencies viz. TBWA\India and Brodeur India.

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