JLBC: Leadership

JLBC: Leadership

This is no easy task for cadet officers trying to master their own academic, social, and career-development responsibilities, but for those who accept the challenge, the experience is transformative.

Organizational climate and culture. Organizational climate is how members feel about the organization. It comes from shared perceptions and attitudes about the organization’s daily functioning. Generally, the weather is a short-term experience, depending on

a network of personalities in an organization, and it changes as people come and go. Because it is essentially an immediate phenomenon, officers rely heavily on NCOs to monitor, evaluate, and recommend action regarding the climate. An example would be the surveys that Human Affairs NCOs and CPLs regularly administer to cadet recruits during Challenge Week.

An officer’s broader and future-looking responsibilities also require them to shape the ethical organizational culture, which is a longer-lasting and more complex set of shared experiences than climate. Culture consists of shared attitudes, values, goals, and practices that characterize the larger institution over time. It is deeply rooted in long-held beliefs, customs, and procedures. Officers use culture to let people know they are part of something bigger than just themselves.

There are three different levels of culture. Artifacts are what in- dividual can see on the surface. Shared values are the significant values, morals, and beliefs claimed to be especially important by leaders. Basic assumptions are how situations.

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