Massage Therapy Journal Summer 2025

46 • Massage Therapy Journal

AMTA Continuing Education

Unpacking organizational culture is the first and arguably the most important step in discovering your best work environment. If you are working at a massage establishment and are not content, this information can help you pinpoint possible reasons for your discontentment. If you decide to look for a different work environment, you will be able to make better and more informed choices. A relatively unexplored field is the culture of occupations (for instance, of massage therapists versus physical therapists or of academics from different disciplines). Societal, national and gender cultures, which children acquire from their earliest youth onward, are much more deeply rooted in the mind than occupational cultures acquired at school or than organizational cultures acquired on the job. What Are the Dimensions of Organizational Cultures? Let’s explore the dimensions of organizational cultures, which include: 9,10,11 1. Process-Oriented versus Results-Oriented 2. Internally-Driven versus Externally-Driven 3. Strict versus Easygoing 4. Parochial versus Professional 5. Open Systems versus Closed Systems 6. People-Oriented versus Work-Oriented Dimension 1: Process Oriented Versus Results Oriented This dimension is associated with organizational effectiveness and represents a preference toward a process or a result. In a process-oriented culture (also called a means-oriented culture ), the key feature is the way work has to be carried out. People identify with the “how.” A process-oriented culture focuses more on technical and administrative routines.

People avoid risks and make only a limited effort in their jobs—each day is pretty much the same. In a results-oriented culture (also called a goal-oriented culture ), employees seek to achieve specific results or goals, even if they involve considerable risks. People identify with the “what.” They focus on achieving the desired outcome to meet the objectives of the company. Results-oriented people are comfortable in unfamiliar situations, and each day brings new challenges. Dimension 2: Internally Driven Versus Externally Driven This dimension describes the way an organization deals with its internal and external environments. The internal environment is the organization itself, including its employees. The external environment is the organization’s clients or customers. To internally-driven cultures (also called rigid or normative cultures ), following organizational procedures is very important. Employees see themselves as the experts, and they feel they know what is best for their clients or customers. In an internally-driven culture, business ethics matter. Business ethics are the moral principles that govern how a business operates. To externally-driven cultures (also called flexible or pragmatic cultures ), meeting customer needs is very important. Employees are customer-oriented and will do whatever the customer wants. Their mantra is often “the customer is always right,” and their favorite measure of success is customer satisfaction. In an externally-driven culture, professional ethics matter. Professional ethics are principles that guide a person’s behavior in a business environment.

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