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CORPORATE FUNDAMENTALIST CULTURE
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Abstract

As known by every member of the group, ABC, Inc. prides itself on its robust
organizational culture. It is undeniable the company was able to achieve its unique and tight
culture due to the presence of the employees who adhere to the mission, objectives, and goals of
the organization and give outstanding performance. Hence it would be negative reinforcement if
I do not acknowledge that members of the team have been useful assets that enabled growth and
development in the firm. However, the once envied characters of employees changed to be the
essential aspect that is causing problems for the company. In the recent past, the organization
began experiencing problems recruiting diverse talents to occupy significant operational roles of
the company. The information gained from prominent university directors has tended to suggest
that ABC is acquiring a reputation of behaving more of a cult than a corporate. Due to this, some
recent graduates are unsure if they fit in this organization. In this analysis of organizational
culture, exploration of the perspective of corporate fundamentalism provides an insight into the
perceived culture practiced in ABC, and the negative impacts associated with implementing this
type of culture. Moreover, it identifies the effects of transformational leadership and why it is
recommendable for ABC to change to democratic oversight.
Negative Impact of Corporate Fundamentalist Cultures
As previously mentioned, ABC company culture is gaining a bad reputation, and students
are terming it as "behaving more and more like a cult." Moreover, due to the image portrayed by
members of the organization, soon-to-be graduates in the area are undecided whether or not they
would be comfortable finding employment in the company. The students' perception of cult
tends to suggest the culture reflected by the company resembles that of a fundamentalist

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organizational culture. In a religious setting, fundamentalists refer to individuals who strictly
follow instructions set by religious leaders; thus, the congregation is significantly similar in
terms of beliefs, socioeconomic status, virtues, behaviors, etc. (Hoopes, 2017). Through
experience and thorough research, the same practice applies to ABC company; the aim
established by the leaders in the company directly corresponds with fundamentalist practices.
The set values face no opposition or defiance even though unfavorable to some employees; thus,
in the long run, create a poor working condition for the workers.
The likeminded behavior reflected by the employees represents the dream company for
many established companies like ABC. The company perceived such behavior as such a form of
loyalty, energy, and effectiveness (Western, 2013). The same practice applies in fundamentalist
religious centers in that the evangelical leaders suppress independent thinking and radical the
people to conform to beliefs established by the leaders. Through such measures, the people
cannot exercise different perceptions of life due to restricted regulation established that control
the culture they form.
Looking deep within ABC culture and fundamentalism in religious centers share several
similarities. Some similarities include: unavailability of pluralism, certain of their truth, the
organization is cohesive. During establishment, ABC aimed to establish a collective culture in
that individuals with dynamic beliefs and culture can feel comfortable communicating their
opinion and views to enable the company to develop to a renowned brand across the globe.
However, in the long run, the aim of the company shifted, and the leaders mainly focused on the
implementation of fundamentalist tendencies. The change occurred due to the desire to create a
cohesive establishment.

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Effect of transformational leadership

In religion, the success of a worship center depends on the personality the leaders portray
that influence the congregation's character (Western, 2013). The same reflects in ABC in that the
leadership team establishes a concept, and employees obliged to copy their character to reach the
leadership position in the future. Therefore the employees strive to attain perfection at the risk of
losing their personality. The practice preferably referred to as transformational leadership.
Transformational leadership refers to the case in which a leader creates a positive change to his
followers (Raj & Srivastava, 2017). In this aspect, the leader enhances performance and
motivation among the employees. In the short run, it creates a culture of trust within the
organization.
One of the critical elements of transformational leadership tends to be an idealized
influence, as exhibited in ABC. Idealized influence refers to the experience in which leaders in
any center establish moral values and act accordingly by exercising the beliefs and behaviors,
thus creating an opportunity for the employees or congregation to follow their example(Chen,
Brown, O'Donnel & Huning, 2015). Through exemplifying the standards set, the leaders gain
loyal followers since the followers perceive they accessed a sense of purpose in life. As Western
(2013) states, the experience enforces an inner motivation to work by the employees, and it
reflects in their performance since they have a reliable relationship with the company, and their
loyalty lies with it. Moreover, the experience makes the employees feel valued...