Voices in Organizations: Analysis of a Law Firm

This report analyzes the different voices prevalent in an organization, using a law firm as an example. It discusses the solutions generated and the paradigm analysis used to increase employee morale and engagement.

Running head: INTERNATIONAL BUSINESS
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Name of the Student
Name of the University
Author Note

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Executive Summary
The given report throws light on the various voices that are prevalent in an organization which
tend to have a huge influence on the decision making of the firm. The organization chosen for
the discussion is a law firm; I have had certain experience in. The given report discusses the four
voices followed by analysis of the varying solutions for each of the problems being faced.
Furthermore, an analysis of the different voices missing has been made.
The different kinds of paradigm theories and approaches have been utilized by the company as
this helped them in increasing the morale of the employees in an effectual manner. The
positivistic approach has been used in the organization that has helped in solving the different
issues in an effectual manner.

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Table of Contents
Introduction......................................................................................................................................3
About the company:.........................................................................................................................3
Group Voices...................................................................................................................................4
Solutions generated..........................................................................................................................8
Analysis of the voices....................................................................................................................11
Paradigm Analysis.........................................................................................................................16
Conclusion.....................................................................................................................................20
References......................................................................................................................................21

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Introduction
An organizational culture plays a very crucial role in the development of the
organizational objectives and it also ensures that the organizational is able to easily adapt to the
varying needs of the business environment. The success of any organizational largely depends
upon the success of the management that tends to given the organization. For this reason,
employee engagement largely depends upon the management and the varying attitude. The given
report throws light on the various aspects of the organization and the different voices that tend to
govern the firm (Davis, White and Stephenson 2016). It will be observed that various aspects
like Fatalism and Individualism are prevalent in the given organization which then gave rise to
the self centered nature of the individuals. The solutions used and their approach will also be
stated.
About the company:
The company in which I was working was a small law firm which engaged in various
legal and business services. The company had a very good name in the market and it was able to
perform various services for the customers in a well defined manner. However the company had
been facing certain problems with respect to the management of the firm. The primary problem
relating to the organization was that it was unable to deal with the different employees who were
working in the given organization and that lead to poor employee engagement (Fan et al. 2016).
The turnover rate of the given organization was very high which lead to higher costs for the firm.
The ever changing workforce also lead to a loss for the various business organizations which
would then cause, an environment of unrest and lack of customer loyalty as well. The primary
reason behind this was an individualistic and fatalist approach was followed in an organization

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which would lead to a lack of culture among the various members. This lack of culture then gave
rise to a various issues for which the new joiners did not want to adjust. As a result, they kept
leaving the firm. I left the firm after a period of few months as I was unable to adjust with the
given culture.
Group Voices
The group dimensions specified by the Grid-Group Culture theory help in describing how
people connect with each other. At one point of time they are known to be distinct and separate
individuals, with a very no sense of connection and unity. On the other hand, individuals have
combined sense of identity that relates more personally and deeply to one another. The people in
the group have stable relationship and like to spend more time together. While the grid
dimensions helps the people in determining how people are different in their groups and take on
their different roles.
Hierarchical theory The hierarchical theory put a major focus on collective thoughts and
actions for achieving the common goals. In this culture theory social rules mainly focus on
putting the needs of the community prior to the individual needs and promote selflessness.
People engaging in hierarchical style of thinking view the organization as big organizational
charts and titles and positions are placed above everybody else (Eisenstadt and Geddes 2017).
The hierarchical thinkers always deviate from such people who do not follow the formality and
structure best suited for them.
Application to the organization
While working for the law firm I recognized that Hierarchical culture theory was lacking
in the organization. The employees working in the law firm were very ill-mannered and

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hierarchical thinkers were missing in the law firm. In the Hierarchical or collectivist culture
theory, people are connected to each other very strongly yet they are different to each other. This
therefore leads to the development of hierarchies, institutions and laws. Moreover, this also
regulates the individual actions and helps the weaker social members. The people do not have an
equal and loving attitude towards themselves. The people with a collectivist thinking tend to
create a balance between the taking care of others and themselves. In the law firm, the people
mostly want to show off and grab attention as they are highly self centered. I could not survive in
an organization where group interest is not given more importance.
Individualistic cultural theory emphasizes value of individual over society. This leads to
place more focus on personal interests and actions rather than the frameworks of community,
family and state. In addition to this, a human being should judge and think independently. The
people are only concerned about themselves and their dear ones. In individualistic culture people
only tend to think about their own self instead of focusing on the overall interest of the
organization. The individuals take the centre stage and tend to be more self-reliant. Employees in
the law firms were motivated to perform harmful actions that would create a negative impact on
the success of the organizations. Narcissist people often believe they are unique and special in
their own way. The people in the firm were mostly individualistic thinker are arrogant and lack
empathy for others.
Application to the organization:
While working in the law firm I observed that employees are self-centered and
individualistic thinking is more relevant and dominated. This is highly ineffective for the growth
of the organization as well as the individuals (Svare 2016). Individualism is mostly linked with

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less or no satisfying networks for social support that is very low involved. Therefore strong
individualistic beliefs and values associated with the individualistic culture. Moreover, this also
leads to increase level of suicide ideation and hopelessness. The people in law firm did not help
each other and the people are highly. People in the organization often used to act in a way that
harms other people emotionally. This leads to create dissatisfaction among the employees. Due
to individualistic thinking the organization could not achieved its desire goals. Team work is
missing and this creates dissatisfaction among the employees. This further prevents the
development of the overall employees and they fail to achieve the group goals. The voices were
suppressed within the law firm.
Fatalistic voice. The fatalist culture tends to have differences amongst the limited
bonding that takes place between different individuals. This means that individuals who have
access to a certain amount of resources feel that have very little to do anything with people who
do not have any obligation. This clearly means that those individuals who do not have access to
great resources or have certain limited capabilities tend to survive on their own. When
individuals are treated in this manner and they are just left to themselves, this might work in both
ways and it is not clear whether they would react to it positively or negatively. The people who
are left behind in this manner generally tend to become apathetic and they do not want to help
themselves, nor do they want to help others. They change their views and become simply
negative towards life.
However, this is not the case for all and there is a certain population who actually
succeed in their activities. These people are self built and have succeeded in the given field
owing to their own capabilities and tend to portray that they have been in this position as a result
of their own merits. They often tend to use the example of those who are less successful to prove

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the given point. Hence, these individuals receive no help from the outside sources. They are
generally isolate and there exists a power imbalance between the various players. Their nature
can be described as uncertain and dangerous.
Application to the organization
In my law firm, where I was initially working, the work culture was not appropriate. The
individuals who would join new were not supported enough or provided with adequate help and
other facilities. They will left by themselves and were asked to figure out how to proceed with a
case or with the general operations of the given firm. The adaptation of this largely depended
upon the individuals themselves who would then struggle to find their place and succeed in the
firm. Some were not able to do so and the others who were often found success on their own.
This law was largely expressed.
Egalitarianism theory. In the egalitarian culture, there exists no such hard or fast rule
which states that every individual is required to help others but there exists voluntary
environment which encourages others to help one another. By observing this it can be stated that
the helping aspect was is more dependent upon values rather than being dependent upon the
laws. The external laws are necessary only when the character of the individuals who are being
governed by the law is weak. If the character of the individuals is strong then there exists no
need to actually enforce a legislative law.
In this given culture, the individuals are similar to one another in the sense that they
belong to a similar background which goes a long way in helping them to help others to succeed.
As similarity leads to agreement between the different people, value adaption becomes
comparatively easier. The given state in an organization can be described as an ideal state which

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is necessarily observed in smaller groups rather than large organizations. If there may arise a
case such that the different individuals start acting in their own motive and break the values, the
other get together and start correcting them.
This is also known as equality style and provides a delicate balance between other
individuals.
Application to the given organization
In the organization in which I was employed, the given voice was absolutely silent. The
individuals in the organization followed a fascist approach whereby they received no help which
would allow them to grow or develop as individuals. The people in the law firm I was working in
lagged values and carried on with their own work rather than helping other individuals to
prosper.
Solutions generated
As observed from the given four voice scenario, it could be observed that the
organization had a poor cultural structure. The individuals working in the given law firm were
highly individualistic and fatalists who did not bother about the development of others and just
concerned about the development of one self. This led to a huge amount of problems for the new
joiners who then faced huge problems with respect to the understanding of the work culture and
understanding the wok environment. Due to the problems which were faced by them, the
organization was not being able to develop a work culture that would prosper the environment
and also assist the new joiners in helping them to adjust with the organization.

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The management wanted to derive certain solutions for the given problem which would
then assist them in the development of an environment which would assist in prospering the
employees working. According to them, if the employees were happy, the work would
automatically prosper and the organization could easily achieve its goals and targets. Hence, they
decided to derive certain solutions for it.
The elegant solution can be described of a solution which is of fine quality. In elegant
solutions, simplicity and refinement were applied rather than conducting operations and solutions
in a rather fussy manner (Knyazev et al. 2015). An elegant solution generally relates to solutions
for problems relating to the domain of mathematics, programming and engineering and it is the
one where the desired effort of an organization is achieved with a single effort which is
extremely simple in nature.
People engaged in technical field generally want to apply this elegant solution. For
instance, when the engineers are engaged in the certain problems they tend to take out an elegant
solution for it which simply uses minimum materials and generates least waste. The elegant
solutions are also accompanied by appropriate methods and materials for the changes. Hence, in
case a big problem occurs the management would not be adopting the duct-tape method which is
a rather clumsy approach to the problem and applying proper solutions.
A clumsy or a poly rational solution can be defined as a solution which defines no clear
cut solution for the given problem at hand and instead uses a wide variety of strategies and
perspectives to solve the given problem in hand. Clumsy solutions for various problems are
generally used in order to give rise to a generic and customized solution for problems. The

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problems which are solved for the clumsy solution have no clearly defined solution and require
the application of a wide variety of problems.
Application of Clumsy solution for Problems from the four given perspectives:
Fatalists: The fatalists would state that nothing can actually be done about the problem
owing to their selfish nature and characteristics. The individuals would actually aim to look out
for solutions to solve the problem just for themselves and would not want to solve these
problems for the welfare of the given organization.
Hierarchists: The hierarchists tend to look for a well defined set of goals and objectives
for the purpose of problem solving and want to enforce a disciplinarian approach in order to sort
out the given problem (Font, Garay and Jones 2016). They want to have well defined rules and
apply it to all.
Individualists: In elegant solutions, the individualists generally tend to depend upon the
market forces to solve the particular problem. They also tend to encourage creative competition
among the different employees so as to ensure and engage solutions for it.
Egalitarians: The egalitarians tend to have a valued approach towards the entire problem
existing. They tend to solve the problems of the various solutions based on values and supportive
programs.
The clumsy approach
The clumsy approach solution asks for creative solutions based on a wide variety of
perspectives.
The clumsy approach to the given problem would be as follows:

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Individualists
The individualist would stress upon technical innovations and try to address the problem
with the organizational culture from every perspective. They might suggest various solutions
which would then require application of innovations like a common database system, training
and development of staff and other perspectives.
The Hierarchists
The hierarchists are individuals with a set defined rules and laws. For the problem
relating to the organization, these individuals would have to enforce a stronger regulation in the
organization in order to ensure that the individuals are working collectively towards the
achievement of organizational objectives (Selden and Fletcher 2015).
Egalitarians
The egalitarians would like to work towards the successful completion of the various
tasks and ensure that the members of the organization would contribute towards the success. The
organization would then be able to prosper.
For the chosen law firm, the approach used by the organization was a clumsy approach
which was based on individualistic approach whereby the organization chose to key the market
forces decide upon the problem solving issues. Due to this no well defined solution was formed
as this approach was unable to bring out any well defined solution and the employee engagement
was not achieved.

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Analysis of the voices
To restore the suppressed voices within law firm and ensure effective employees
engagement I would practice highly significant activities within the organization. For making an
organization more effective it is important to lay more emphasis on employee’s engagement and
teamwork within the organization (Rondi, De Massis and Kotlar 2018). This would help the
organization to deliver maximum or superior performance and gain competitive advantage. I
would make additional effort to make the employees be more creative and deliver the services
more easily. Through effective teamwork it would be easy to satisfy the employees besides the
customers. Moreover, effective employee’s engagement is an adequate predictor of personnel
retention, profitability and productivity.
I would focus on hierarchical thinking as it would help in engaging all the motivated and
committed employees in the law firms to the next level. The employees of the firm should
concentrate on the overall goals of the organization. I think this can help the employees to
contribute to the success of the organization and thus the abilities are being utilized. Employee’s
engagement is an intrinsic attitude that showcases the employee’s enthusiasm for their jobs.
Workers when feel disengaged or disconnected to the firm often leads to suppress their voice.
This is more likely to create a negative impact on the growth of the firm. As there are no work
culture and the disengaged people often tends to leave or resigns from the firm. This situation on
the other hand drastically affects the firm’s reputation and credibility.
I would like to promote and encourage the employees to express their views in the
business and all the operational activities of the form. The engaged employees tends to produce
more positive result and hare highly enthusiastic for their work. Employees therefore produce
solutions and also lead to brings highly innovative ideas for their assigned tasks. If the

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employees in the organization behave positively with proper system thinking, employees would
be less likely to quit (Ha et al. 2015). Employee turnover will reduce to a great extent if the
people in the organization follow same principles and beliefs.
Fostering a positive work culture through effective employee’s engagement can lead to
boost employee retention. If employees feel like they are wanted and needed then feel like going
to the work and are highly motivated to perform well. The connections that the people from
within the company are not easily eroded. By maintaining and cultivating smooth relationship
with the employees reduces the risks for type employees to quit. I would initiate several
programs and incentives schemes for the employees to make them feel desirable and participate
in making a better working environment (Hoch and Kozlowski 2014). When the employees who
are sincere and focused on their jobs tends to be a good influencer on other people within the
organization.
I would encourage the employees to engage each other into highly productive
brainstorming sessions through stimulating decisions. By incorporating collectivist thinking
rather than individualistic thinking in the organization would help in creating new ideas and
innovation techniques. I would look into the functional and emotional commitment of the
organization that would help in achieving the mission of the organization. I would volunteer to
help the coworkers and provide advice on any required situation. I would also help in supporting
the organization’s mission and goals and always speak in a highly positive manner or with
respect about the company.
I would motivate and support employees to take active part in all the training activities so
that their skills can be broaden. I would further implement an employee recognition programs so

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that the work done by the employees does not go unnoticed. Employee recognition can be done
in various forms such as a simple thank you would let the employees to acknowledge that their
daily works are highly appreciated (Qin 2016). This results in increasing the employee
engagement and encouraging better work performance within the organization. I would like to
rewards the employees for their tenure and would also make an effort that the employees should
recognize their peer works and thanks them. Peer to peer recognition would further help the
employees in recognizing each other for their jobs.
When the employees are feeling appreciated, it shows that they are more connected
within an organization. The employees perform better than the others by highlighting each
other’s strengths. I would ensure that the culture of corporate collectivist is maintained within the
organization. By encouraging all the workers to be more philanthropically minded, it would help
the companies to boost team work and efficiency within the organization. I would ensure that the
wants of the employees are determined by conducting an employee engagement survey. This is
an effective tool for improving the engagement of the organization by measuring all the
information that is gathered by the survey. In addition to this effective communication is the key
element to restore the voices and ensuing high deliberative quality of the firm. Lack of
communication is the major problem that frustrates the employees more. When the
communication between a superior and subordinate is ineffectual in nature, it would not help the
employees to understand the assigned tasks. This therefore leads to the decline in the
productivity and misunderstandings of the organization. Employees within the organization
should feel the presence of mobility and opportunity for advancement.
Hierarchical

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It is seen that the hierarchical approach is missing in the respective organization and this
is affecting the positivistic paradigm approach of the organization as well. Furthermore, it was
seen that the hierarchical approach is required to be restored in the respective company in such a
manner that will help them in managing the teammates of the company effectually. The high
deliberative quality is required to be maintained by the company to gain competitive advantage
in the market (Aggarwal and Chaudhuri 2017).
Individualistic
It is seen that the individualistic approach is prevailing in the company and this is
affecting the morale of the employees as well. Furthermore, the individualistic approach has to
be removed from the company that will help the respective company in managing the different
issues in an effectual manner. This kind of individualistic approach has to be removed from the
company as this will help in increasing the involvement of the employees and solve the turnover
of the employees in an effectual manner.
Fatalistic
It is seen that the fatalistic approach is present in the organization and this is affecting the
morale of the employees. It is seen that the employees are not being valued and they are not
important for the company. The individuals or the employees of the organization are self-
centered and they do not provide any kind of importance to the employees as well. The fatalistic
approach is prevailing in the respective company wherein this will include the different kind of
services and providing morale to employees in an effectual manner and solve the different kind
of issues in an effective manner (Byrnes and Advantage 2017).
Egalitarian

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It is seen that the egalitarian approach is missing in the organization to the utmost and the
employees are not provided with any kind of value to perform the different kind of tasks as well.
Furthermore, it was seen that the organization needs to restore the egalitarian approach wherein
this will help the company in enhancing the level of the morale of the employees in an effectual
manner. The different kind of strategies has to be implemented by the company to a great extent
as this will help the company in solving the different kind of services in an effectual manner
(Catling, Reidand and Hunter 2017).
Paradigm Analysis
Paradigm is defined as the sets of concepts or the different kind of thought patterns that
includes theories and research methods along with standards that helps in constituting the
legitimate contributions to a field as well. The shift in the paradigm is defined as the way of
looking at something in a different manner.
The paradigm that was best suited in the respective scenario was that the main
assumptions and concepts that were used in the respective organization was fatalists and
individualist approach wherein this will constitute the fact that there are different kind of issues
in the value system and this will create huge problems in the organization as well. It was seen
that the company did not follow the positivistic approach of paradigm and this caused huge
issues in increasing the morale of the employees in the organization as well.
However, these kinds of issues that has been faced by the organization is that the
different techniques have to be used that will help the company in solving the value related
issues that was not provided to the new employees and this has affected the morale of the
employees as well. There are different kind of paradigms wherein the positive perspective is

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required to be handled by the company wherein A. Comte and E. Durkiem has introduced the
positivistic approach that will help the respective company in handling the different issues along
with grievances of the different employees whether they are new or old in the organization.
The positivistic approach is essential in nature in the organizations as this will help the
individuals in the organization to feel more valued in nature and this will include social
integration of the individuals as well (Biniari 2017). The proper involvement and commitment of
the different community members rather than the service kind of system employees. The
behavioral approach is essential in nature in the organization as this will help the organization to
overcome the risks with inclusion of the autonomy and growth. The positivistic approach will
help the company in reducing the biasness among the different individuals and this is not
dominated kind of theory in nature as well (Anitha 2014). Proper theory on human development
program is essential in nature to be adopted by the respective organization as well as this will
help them in analyzing the behaviour of the individuals and it will help in solving the
quantitative and qualitative issues as well.
Furthermore, it was seen that the company did not follow the positivistic approach and
they followed the interpretive perspective of paradigm that has caused huge issues on the
organization’s beliefs and values. No proper research was done on the specific processes and
effects and this caused huge issues in the organization as all the employees did not treat the
employees in an effectual manner as well. The positivistic and critical perspective approach was
used by the company in an effectual manner that helped them in handling the conflicts among the
individuals and this will help in reducing the turnover of the employees as well (Catling, Reidand
Hunter 2016).

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Proper usage of both the theories will help the company in reducing the risk factors that
was included in the company. The company needs to implement different kind of strategies that
included the implementation of different objectives and procedures and this will assist them in
conducting the different activities of the business in an unbiased manner and this will lead to
proper growth rate and increasing the profitability of the company as well (Burke 2016).
The behavioral approach will help the company in understanding the different functions
in controlling the different variables and solving the issues in an effectual manner (Dobransky et
al. 2015). The different kind of perspectives on the human development will help and assist the
company in following the Darwinism approach wherein this will help the respective organization
in increasing the strategies for the growth of the overall company along with implementing
different kind of processes that will help in significant growth of the company as well
(Bouabdallaoui et al 2017).
Finally, it was seen that the social integration is essential in the organization as this will
help in social growth of the different individuals and this includes autonomy and growth of the
individuals as well. The functional skills are essential in nature in any kind of organization as
this will assist them in making the different kind of activities more effectual and the behavioral
approach will control the different variables and adopt the environment with the selection of
different kind of operant behaviour by the mechanism of the reinforcement levels (Buckley
2017).
Lastly, the functionalism approach will help the company with the implementation of
positivist approach will help in reducing biasness and this will help in focusing on the collective
rights of the individuals.

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According to me, the given paradigm for the scenario should have been a positivistic
style. In a positivistic style the organizational members and researchers should ideally depend
upon the different senses and face the world with the given set of realities. However, this is
always not the case. Initially as a solution for the employee engagement the different
organizational members were proposing a solution related to proper training and development.
They were proposing a solution which was purely technical and not based on any given theory or
any given perspective. However, this could not be the case as the organization had been missing
the instilled values and work culture.
Although initially a solution had been derived with respect to the training and
development of the various employees, I later on observed that my proposed though style
relating to positivistic aspect could be applied effectively. After considering the opinion of the
senior most management and the opinions of the new joiners like me, I observe that the main
aspect which was not working out for the organization was the aspect which was related to the
values instilled in the organization and it was extremely important for the organization to ensure
that proper values existed in the organization which would then lead to an automatic flow of
ideas and concepts.
My thought style based on positivistic style suggested that if proper values and cultures
are instilled the organization it would be able to function effectively. In the positivistic style, less
concentration is given to business and more to the ethical aspects. Positivistic relates to
conducting business in an unbiased manner whereby each individual is given equal importance
to and they are supported in their development.
Benefits of positivistic approach:

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The positivistic approach will ensure that the organization will able to retain its
employees and help in building of a positive approach. A positive approach is extremely
important for an organization to adopt as it gives rise to helping the employees to develop an
environment where work is respected and the organizational members are able to contribute
effectively.
My thought process in the given scenario was clarified in case that I initially believe that
a simple method of inculcating a sense of responsibility into the organization would have given
rise to a sense of accomplishment, but this was not the case I later on believed that it is the
unbiased and positivistic approach which would actually give rise to an ethical work culture.
Conclusion
Therefore, from the given analysis it could be stated that the organization is a
combination of different voices and these voices tend to determine the manner in which an
organization functions and gains success at large. The report analyses the various voices
according to the grid theory and states how the chosen legal firm reacts in all of them. It was
observed that the Hierarchal and Egalitarian approach were missing in the given organization.
Proper solutions to improve the same have been provided.

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