GOLDMAN SACHS
Organizational culture ideally relates to the field of organizational management and general studies. This vital aspect generally describes the attitudes, psychology, beliefs, experiences, and values (both personal and organizational) of a given organization. It can also be described as a given set of rules and obligations that are shared by individuals in an organization. This research aims at discussing or evaluation the organizational culture of Goldman Sachs in different perceptions. Goldman Sachs is a viable case example considering that it is a well known and successful firm.
The fact that the firm deals with banking and securities related issues in the context of global investments makes it a more effective example. The Goldman Sachs Company’s organizational culture cannot simply be stated in one line or mere simple paragraphs. This is due to the fact that the company’s culture is as a direct result of a cumulative and lived series of undertakings that can be defined as the product of successful history. Therefore, only some parts or conducts in line with the company’s culture will be discussed in this research.
The organizational culture of Goldman Sachs can be described as one that largely lies upon hard work and tireless effort (McGee, 2010, p. 14). Being one of the best financial and Securities Company in the world today, the individuals behind the gross success have had their share of input. It is basic that the Goldman Sachs Company puts emphasis on the vitality of individual hard work that collectively enhances the end performance and hence the explanation on the wide success of the company in the financial market.
The hard work part of the organizational culture of this firm is also closely related to the ranking promotional issue. In this case, the organizational management has had it clear that for one to stride through the corporate and ranking levels of the organization, hard work, discipline, and personal attributes and virtues obligatorily come to play. This factor is stressed aside from the vital and compulsory issue of education qualifications and work experience. The individuals who are part of the success team in the Goldman Sachs Company have ideally adequate and relevant education with a mix of personal and requisite virtues together with work experience.
The integral factor of team work forms part of the organizational culture of this company. The Goldman Sachs Company hallmarks integrity and excellence as direct derivatives of committed team work spirit (Knopf, 1999, p. 34). Accountability and strong business judgment are part of the fruits of the wise investment on the team work spirit as an investment by the management. The company’s concerned management therefore engages in the creative duty of ensuring that teams are composed of strategically specialized individuals so as to enhance the service delivery and final results of performance.
Goldman Sachs is well known to have the seemingly “top of the range” clients. In this case, the implication is directly related to the societal giants in terms of financial capabilities as well as in the political realm. The company is best in giving out incentives that are in favor to some of the political masters in the United States. Democrats are some of the believers that are well in line with the business wants and expectations of the Goldman Sachs Company considering that most of the company’s money is given to them. Numerous high ranking government officials are also directly involved with the company. Most of these individuals have been part of the company in a number of ways and even in competitive careers within the company.
Despite most of the positive factors in line with the organizational culture of Goldman Sachs, there is also some negative culture that is fully embedded in the practices of the company (Leonard, 2011). One of them regards the issue of gender check and sex balance within the company. The company largely seems to appreciate the input of men over women in the company. The organizational management is seemingly in favor of male workers than female workers. Most of the managers in the company that have unchecked discretion in assigning obligations, accounts, and projects to those under them are dominantly men. This issue, whether based on unexamined bias or conscious is still part of the organizational culture of the company. The recent legal suit filed by three women in 2010 serves as a supporting factor in this issue.
It is evident that Goldman Sachs’ organizational culture is mainly in the positive side. The wide success that is widely perceived worldwide can be attributed mostly to the organizational culture of the company. This factor is true considering that the organizational culture of any company is directly influential in regard to the final results of performance. However, as part of the recommendation, it is evident that the male worker preference over female that amounts to sex discrimination should be checked. In this case, it is advisable that the concerned office within the organization should check on the aspect of equality in regard to gender. This factor will see to it that the performance of the company is enhanced positively in the long run.
References
Endlich, L. (1999). Goldman Sachs: The Culture Of Success. New York: A.A. Knopf.
WetFeet, (2004). The Goldman Sachs Group. San Francisco, CA: WetFeet.
McGee, S. (2010). Chasing Goldman Sachs: How the Masters of the Universe Melted Wall
Street Down . . . And Why They'll Take Us to the Brink Again. New York: Crown
Business.
Leonard, A. (June 2, 2011). "Goldman Sachs: Too big to prosecute - How the World Works”.
Salon.
Retrieved from
http://www.salon.com/technology/how_the_world_works/2011/06/02/goldman_sachs_to
o_big_to_prosecute
